Kate Taylor

4 December 2023    |   

HR Tanda Hire Advertise vacant positions and streamline the hiring process straight through to onboarding with Tanda’s Applicant Tracking System. Book a demo Only collect the details you need Tanda Hire is customisable and can be as simple or as complicated as you need it to be. Choose what questions to ask candidates and what documentation they’re required to submit. Streamline the process to only include exactly what you need and hire candidates faster than ever before. Onboard new hires in secondsCandidates are automatically put into your Hire database as soon as they submit their application.Once you\'ve selected the successful applicant, begin the process of onboarding them to Tanda\'s Workforce and Payroll system in just a few clicks. With one system, remove duplicate data entry from your HR processes entirely. Keep a list of previous applicants at the ready Fill roles quicker by referring to candidates from previous hiring rounds and what roles they were interested in. Instantly notify the talent pool that a role has opened up and invite them to apply. Trusted by businesses great and small Happy partners of Tanda Large businesses onboarded and loving life with Tanda. “I certainly recommend Tanda, it has created a far more professional and thorough system for myself and my management team.” Paul Mondo Bimbi Day Care “Tanda is the most user friendly out of all the platforms we’ve reviewed.” Ebony Harty Betty\'s Burgers Using the platform, each manager would have saved about 2-3 hours a week. So the wage costs have dropped substantially as well. Natasha Laidler MyHealth Medical Group View all customer stories Streamline your business with powerful integrations Integrate Tanda with payroll and POS systems you already use View integrations POS Partners Browse other features Training & Inductions Keep a record of disciplinary action and motivate your staff to take corrective steps. Learn more Forms Streamline your operational processes by bringing paper forms online. Learn more Written Warnings Keep a record of disciplinary action and motivate your staff to take corrective steps. Learn more Take product tour Go the Tanda way, free for 14 days Over 10,000 customers are achieving Workforce Success with Tanda today. Try a 14-day FREE trial. No credit card required. Start free trial

Kate Taylor

1 December 2023    |   

Operations Management Tanda Operations Use operations to manage your most important daily processes, keep track of your assets large & small, and maintain key compliance records for regulators and insurers.Make sure the most important work is completed every shift and ensure day-to-day responsibilities are clear to your team – from area managers to front line employees. Book a demo Stay compliant with regulatory & insurance requirements Build audit schedules and forms to suit all of your regulatory and insurance related needs – workplace health and safety, food safety, liquor and gaming licensing, and more.Document your legally required day-to-day procedures and ensure compliance at the front line every day.Keep temperature records to comply with food safety standards. Calibrate weighing scales. Maintain sound levels. Document Health and Safety issues and act on them. Keep track of key assets, both big and small Always know which team member has door keys, door passes, passwords and security codes.Run digital maintenance schedules for your large assets like HVAC, kitchen equipment, grease traps, and vehicles.Provide access across your business to warranties, contracts, insurance documents – all directly linked to their relevant asset.Notify employees via the Tanda app for when maintenance or servicing needs to occur.Collate repair records, costs, and availability, all in one app. Digitise your processes and maintain standards Enforce best practice across your business with workflows and checklists. Design standard operating procedures that are followed by your staff.Make sure every team member has the most up-to-date daily task list at all times. With one digital checklist as a source of truth, less errors are made and managers spend less time coordinating staff. Trusted by businesses great and small Happy partners of Tanda Large businesses onboarded and loving life with Tanda. “I certainly recommend Tanda, it has created a far more professional and thorough system for myself and my management team.” Paul Mondo Bimbi Day Care “Tanda is the most user friendly out of all the platforms we’ve reviewed.” Ebony Harty Betty\'s Burgers Using the platform, each manager would have saved about 2-3 hours a week. So the wage costs have dropped substantially as well. Natasha Laidler MyHealth Medical Group View all customer stories Streamline your business with powerful integrations Integrate Tanda with payroll and POS systems you already use View integrations POS Partners Browse other features Training & Inductions Keep a record of disciplinary action and motivate your staff to take corrective steps. Learn more Forms Streamline your operational processes by bringing paper forms online. Learn more Written Warnings Keep a record of disciplinary action and motivate your staff to take corrective steps. Learn more Take product tour Go the Tanda way, free for 14 days Over 10,000 customers are achieving Workforce Success with Tanda today. Try a 14-day FREE trial. No credit card required. Start free trial Frequently asked questions What is Award Interpretation? Award Interpretation is the process of software analysing a worker’s timesheet, and calculating the amount of money they should be paid per hour. Because these pay rules are contained in Fair Work’s Awards, the process is called “Award Interpretation”. What is a modern award or modern pay award? Modern awards are the pay award rules for workers in specific industries. They are set by the Fair Work Commission, and typically are for lower-paid industries, or industries that employ large numbers of people. Remember, if you employ someone covered by an award, the pay awards apply, not the minimum wage rules. Typically, businesses will use award interpretation software to calculate employee award rates for their workers because of the complexity of pay awards. Award interpretation software (pay award) is part of workforce management software (workforce management solutions / employee management software), which also often includes timesheet software and award onboarding software. What award interpretation software templates does Tanda have? Tanda has over 30 individually managed employee award rates templates, including awards for major industries in Australia, like the Hospitality Industry Award (HIGA), General Retail Industry Award (GRIA), Social, Community, Home Care and Disability Services Award (SCHADS), Restaurant Industry Award (RIA), Aged Care Award, Pharmacy Award and Children’s Services Award. If you’re looking to clarify our award coverage, get in touch and we can go through our complete suite of awards.Tanda’s award interpretation software (pay award) templates work by calculating the employee award rates of workers based on their hours worked. Businesses use our onboarding software to register their employees in the award interpretation software (pay award), the hours are clocked and registered in our timesheet software (timesheet management), and then exported to payroll. What is an Enterprise Bargaining Agreement? An Enterprise Bargaining Agreement is a deal that a business makes with a union that sets the pay and conditions for their workers, instead of an award. Provided that the deal doesn’t undercut the pay and conditions of the award, it will apply. Tanda’s award interpretation (pay award) can be custom built to handle your Enterprise Bargaining Agreement as part of our workforce management software (workforce management solutions / employee management software) suite. Can Tanda’s award interpretation handle EBAs? Yes, Tanda’s award interpretation can handle Enterprise Bargaining Agreements. If you get in touch with us, we’re happy to help implement the conditions of your EBA into Tanda. We deal with a large number of clients with specific EBA’s that we’ve implemented into Tanda. How does Tanda handle base rate increases / birthdays? Tanda closely follows the Fair Work Commission’s wage rulings and implements these into our award interpretation software. This means that unlike other workforce management software (workforce management solutions / employee management software), pay rates are automatically updated after they change, and you don’t have to do a thing. Likewise, employees are automatically moved to their new relevant pay rate on their birthday, if it changes their classification. How are employee award rates set? Every year, the Fair Work Commission, a Federal Government body, will sit down and determine the employee award rates for different industrial awards. These rulings on employee award rates occur throughout the year, although most employee award rates are set just before the conclusion of the financial year.The Commission is made up of people appointed by the Government. It takes submissions from economists, unions, and business groups about pay award rates. Unions will typically ask for large employee award rates (pay awards) increases, and businesses will ask for lower or no increase to employee award rates (pay award). Lately, the Commission has picked the middle ground between these groups, increasing employee award rates by a moderate amount. Which award applies to me? The best way to confirm which award applies to you is to use Fair Work’s website. Remember, multiple awards can apply across different employees in your business. However, the award interpretation that applies is mostly intuitive. Retail employees are covered by the retail award, for example. But there are some exceptions, so you should always clarify which award interpretation (pay award) applies. How does workforce management software (workforce management solutions) handle award interpretation? Workforce management solutions (workforce management software / employee management software) can encompass the process of handling how employees work, from onboarding software, award interpretation software, timesheet software and right through to payroll. Some workforce management software (workforce management solutions / employee management software) will include all of these features from start to finish, whereas others might include some of them – like onboarding software, award interpretation software and payroll, for example.Award interpretation is complicated and workforce management software (workforce management solutions) is typically built with this in mind. Each managed award interpretation template is built to handle thousands of different rules. Businesses use onboarding software to register employees, timesheet software to register their hours, before the data is placed into award interpretation software. Do I need to use onboarding software to use Tanda’s award interpretation (pay award) software? Yes, you’ll need to enter an employee’s details into Tanda’s onboarding software in order to use our built in award interpretation. Our onboarding software is intuitive, easy to use, but importantly crucial to storing their details in our employee management software and paying them. Should I use an employee management software award interpretation or manually calculate pay? You should always use an electronic award interpretation. Manually calculating pay awards might sound simple, but with hundreds of different rules and different entitlements, it’s easy to make a mistake. The Fair Work Ombudsman often checks if employee management software with award interpretation is in use when it audits businesses, and looks more thoroughly at businesses that pay awards manually. Using employee management software that has timesheet management / timesheet software is always a great idea to make sure your time is accurately recorded and that your employees are paid correctly. A proper workforce management solution (workforce management software / employee management software) should always pay awards based on timesheet software or timesheet management that is digitally based. What is workforce management software (workforce management solutions), and how does it interact with timesheet software, pay awards and onboarding software? Workforce management software (also called workforce management solutions / employee management software) is the catch-all term for all forms of software that are used to manage employees. It will regularly include pay awards or award interpretation software, onboarding software, pay award or pay awards, timesheet software / timesheet management, all as part of its workforce management solutions. What kind of timesheet software (timesheet management) does Tanda have to manage its pay awards? Tanda’s employee time clock automatically exports data into timesheet management / timesheet software. The timesheet management program then uses Tanda’s award interpretation software to calculate exact pay and entitlements for the worker. The timesheet management program records the exact day and times the employee works. The timesheet management program keeps these on hand for the required seven years. The data is then exported straight from the timesheet management program to your payroll system. {\"@context\":\"https://schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"What is Award Interpretation?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Award Interpretation is the process of software analysing a worker’s timesheet, and calculating the amount of money they should be paid per hour. 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Kate Taylor

27 November 2023    |   

Terms & Conditions By using, or subscribing to use, the Software, you agree to the following terms and conditions. 1. General1.1These terms and conditions (Terms) govern your use of the Applicant Tracking System offered by EPI Capital Pty Ltd (Tanda) through its web-based platform accessible at www.tanda.co, and any other platform or services that post a link to or include these Terms (collectively the Platform).1.2IMPORTANT! PLEASE CAREFULLY READ THESE TERMS BEFORE USING THE PLATFORM, AS THEY AFFECT YOUR LEGAL RIGHTS, OBLIGATIONS AND INFORMATION PRIVACY. You agree to these Terms by accessing or using the Platform. IF YOU DO NOT AGREE TO BE BOUND BY ALL OF THESE TERMS, DO NOT USE THE PLATFORM.1.3Unless otherwise noted, all references to “you” or “your” in these Terms refer to all users of the Platform. These Terms govern your use of the Platform and its related services offered by Tanda. 1.4We may review and amend these Terms  from time to time, by publishing the new version on the Platform or our website at www.tanda.co/recruiting-terms. Your continued use of the Platform after we post any changes to these Terms will constitute your agreement to those changes effective from that date.2. Privacy2.1We maintain a privacy policy that sets out how we handle your personal information (as defined in the Privacy Act 1988 (Cth) (Privacy Act)). You should read the privacy policy at https://www.tanda.co/privacy/.2.2By accepting these Terms, you agree that you have read our privacy policy.2.3Our privacy policy is a non-contractual document prescribed by the Privacy Act. It does not impose any contractual obligations on us, and we disclaim any such contractual obligations.2.4The Privacy Act requires us to take such steps as are reasonable in the circumstances to ensure that any recipients of personal information outside of Australia do not breach the privacy principles contained within the Privacy Act.2.5You consent, acknowledge and agree that: any personal information as defined in the Privacy Act 1988 (Cth) (Privacy Act)) disclosed to Tanda via the use of the Platform, including but not limited to any personal information contained in documents you upload to the Platform or forms you submit via the Platform, may be disclosed to:our associated entities, our potential or actual business partners, our potential or actual third-party providers or contractors for any purpose; or anyone else in Tanda’s discretion, but only for the purpose of assisting you to find employment;  your personal information may be stored on infrastructure outside of Australia; you will not receive notification when your personal information is disclosed in the manner described in 2.5(a); andby continuing to use the Platform, you expressly agree and consent to the use and disclosure of any personal information in the manner permitted by this clause, including disclosure outside of Australia.2.6In providing this consent you understand and acknowledge that countries outside Australia do not always have the same privacy protection obligations as Australia in relation to personal information. 2.7By providing consent under the Privacy Act, Australian Privacy Principle 8.1 does not apply to disclosures referred to in this clause. 2.8If you are under 15 years of age, you must not use the Platform unless:you understand that your personal information will be collected, used and disclosed by Tanda in accordance with our privacy policy, and you understand the content of that policy;you understand clause 2.5 is asking you to decide whether to give consent or not give consent for your personal information to be used in the way described in clause 2.5; you understand that by continuing to access or use the Platform you are giving the consent in clause 2.5;you understand the consequences of giving the consent in clause 2.5; and you based your decision to give the consent in clause 2.5 on reason; or your parent or guardian consents to your personal information being used in the way described in clause 2.5.2.9Notwithstanding anything to the contrary, Tanda shall have the right to collect and analyse data and other information relating to the provision, use and performance of the Platform, and Tanda will be free (during and after the term hereof) to:use such information and data to develop, improve and enhance the Platform and for other development, research, data analytics, diagnostic and corrective purposes in connection with the Platform and other Tanda offerings; anddisclose or publish such data solely in aggregate or other de identified form. 3. Use of the Platform3.1In using or accessing the Platform, you must not:share user credentials with others;use the Platform to defame, spam or harass any person or to distribute, view or create any material that may be pornographic, defamatory, offensive, obscene, illegal or unlawful;use the Platform in a way that may infringe the Intellectual Property Rights of a third party;reproduce any part of the Platform for sale or incorporation into any other product or service intended for sale; attempt to gain unauthorised access to any materials, documents or code other than which you have been given express permission to access, or to the computer system on which the Platform is hosted;transmit or upload to our Platform  any files, code or programs that may damage or corrupt the IT infrastructure, devices, data or software of Tanda or any third party;engage in any illegal or unlawful activity, including any fraudulent use of the Platform or our products;use our Platform to apply for positions you do not genuinely intend to be considered for, or otherwise engage with the Platform in a disingenuous manner;engage in any activity that is otherwise deemed by us to be contrary to the way our Platform or products are designed or permitted to be used; engage in any activity that otherwise adversely affects other users’ use of, or access to, our Platform; orengage in any activity otherwise deemed inappropriate by Tanda.3.2You must not permit or facilitate the acts in 3.1(a) to 3.1(j) to be done by another person. 3.3When you provide information to the Platform, you agree to provide only true, accurate, current and complete information.3.4You agree to comply with all rules, laws and regulations that are applicable to your use of the Platform, including, without limitation, those governing your transmission or use of any software or data and those related to employment. 4. Intellectual Property Rights4.1You acknowledge that we or our licensors own all legal rights, title and interest in and to the Platform, and the content contained on the Platform, including without limitation, graphics, layout, text, images, trade marks, logos, service marks, designs, information, data, advertising copy, domain names, source and object code and the ‘look and feel’ of the Platform, and nothing in these Terms constitutes a transfer or assignment of any Intellectual Property Rights by us.4.2You must not modify, adapt, translate, prepare derivative works of, decompile, reverse engineer, disassemble, reproduce, republish, display, post, transmit, distribute or otherwise attempt to derive source code or object code from the Platform or create or attempt to create a substitute or similar service or product through use of, or access to, the Platform. 4.3Provided you comply with these Terms, we grant you a personal, non-exclusive, non-transferable, revocable, limited licence to access and use the Platform in accordance with these Terms. This licence is subject to your full compliance with these Terms.5. Availability and support5.1We make no warranty, and have no obligation to ensure that, the Platform is:available for use at any given time;compatible with the mobile device or equipment you choose to access the Platform on; orerror-free.  5.2We and our third party providers do not, and are not obligated to, provide any technical or other support for the provision of the Platform under the Terms.5.3We may suspend (in part or whole), and without prior notice to you, your access to the Platform, and remove or de-promote applications made by you via the Platform if:there is a malfunction, fault or breakdown of any of our (or our contractors) equipment or if we (or our contractor) needs to do any repairs, maintenance or service on any part of the Platform;we are required by law to do so;an event of Exceptional Circumstance occurs, which affects or may affect our ability to provide the Platform;if someone claims the Platform (or our provision of the Platform) infringes the Intellectual Property Rights of any person;if someone brings a claim that exposes us to liability or prosecution for an offence or liability to a statutory prosecution; orwe detect or reasonably suspect that fraudulent or unlawful activity is occurring via your use of the Platform; we determine or reasonably suspect that you have breached these Terms.A suspension for any of these reasons will not affect any right which accrue prior to, or after, suspension of our obligations under these Terms.5.4You acknowledge and agree that:access to the Platform is reliant upon various factors outside our control, including, without limitation, events of Exceptional Circumstance, your internet service provider, telecommunications provider or equipment used to access the Platform; andwe will not be responsible or liable for any loss of access or functionality to the Platform referred to in this section 5.5.5We are under no obligation to back-up or otherwise retain data on the Platform relating to your account at any time during your use of the Platform or after termination of the Terms or cancellation of your account.6. Limitation of Liability6.1You acknowledge and agree that the Platform contains general information and may include material from many different sources. We make no representation and do not warrant that the information provided is complete, accurate or current. 6.2The Platform is intended to provide you with a means to apply for an employment position. We make no representation and do not guarantee that you will be successful in obtaining employment via the Platform. 6.3We are not responsible for any unauthorised activity that may have occurred by you using the Platform. We may refer fraudulent or abusive or illegal activity to the relevant authorities.6.4We will not be liable for any virus, malware, trojan or similar malicious software program or code infecting your software or hardware as a result of interactions with third parties on the Platform. 6.5You acknowledge and agree that our ability to provide any service via the Platform is subject to: you complying with your obligations, and any other limitation or exclusion set out in the Terms; and your third party hardware and software (including browser and operating system of choice) meeting the Platform’s minimum operating requirements, as may be detailed on the Platform and updated from time to time. 6.6We do not control the user content made available via the Platform and therefore does not guarantee the accuracy, integrity, quality or lawfulness of any content you publish, upload or post. 6.7You acknowledge and agree that, despite all reasonable precautions on our part, we, our directors, employees, contractors or other representatives exclude all liability to you or anyone else for loss or damage of any kind (howsoever caused or arising) relating in any way to the Platform, to the extent permitted by law, including but not limited to loss or damage you may suffer as a result of: any errors, mistakes or inaccuracies on the Platform; you acting or failing to act on any information contained on or referred to on the Platform;any bugs, viruses, trojan horses or other harmful code in connection with your use of the Platform or your device on which the Platform is installed,and you acknowledge that the existence of any of the above in section 6.7 will not be a breach of these Terms.6.8To the full extent permitted by law, Tanda excludes:all liability in respect of any loss (whether direct, consequential or otherwise) including liability for any loss of data, interruption of business or any indirect or consequential loss, loss of profits, loss of opportunity or incidental damage; and all warranties and representations (express and implied) unless otherwise stated to the contrary in the Terms.6.9To the extent permitted by law, Tanda’s total liability under or in connection with these Terms (whether in contract, tort, indemnity or statute), shall be limited cumulatively in the aggregate to AUD$10.7. Indemnity7.1You agree to indemnify Tanda, its officers, employees and agents from and against any loss, claim, liability, cost or expense (including legal fees on a solicitor/ own client basis) incurred by Tanda arising from or in any way related to: your breach of the Terms; your infringement or alleged infringement of a third party’s Intellectual Property Rights; your use of the Platform; or your violation of applicable law, rules or regulations. 7.2We reserve the right, at our own expense, to assume the exclusive defence and control of any matter otherwise subject to indemnification by you, in which event you will cooperate with us in asserting any available defences.8. Miscellaneous8.1The Terms are governed by and construed in accordance with the laws of Queensland, Australia and each party irrevocably submits to the non-exclusive jurisdiction of the courts of Queensland.8.2You must not assign, transfer or novate any of your rights or obligations under or relating to the Terms.8.3We may assign, transfer or novate any of its benefits, rights or obligations under or relating to the Terms with notice in writing to you. 8.4If a provision of the Terms is illegal, invalid, unenforceable or void in a jurisdiction it is severed for that jurisdiction and the remainder of these Terms have full force and effect and the validity or enforceability of that provision in any other jurisdiction is not affected.8.5You can give us notice under these Terms by email at [email protected] can give you notice under these Terms by emailing you at the email address that is attached to your Platform account, or texting you at the mobile number that is attached to your Platform account.8.7You agree to keep your contact information up-to-date, and understand that we will have no way of notifying you if your contact information is not current.9. Definitions9.1In these Terms: Exceptional Circumstance means a circumstance beyond the reasonable control of the parties which results in a party being unable to observe or perform on time an obligation under the Terms.  Such circumstances include:adverse changes in government regulations;any disaster or act of God, lightning strikes, atmospheric disturbances, earthquakes, floods, storms, explosions, fires and any natural disaster;epidemic or pandemic; acts of war, acts of public enemies, terrorism, riots, civil commotion, malicious damage, sabotage and revolution, cyber attacks, viruses or malware, data loss as a result of the actions of a third party;strikes or industrial disputes; andacts or omissions of any third party network providers (such as internet, telephony or power provider).Intellectual Property Rights means all intellectual property rights including all current and future registered and unregistered rights in respect of copyright, designs, circuit layouts, trade marks, know-how, confidential information, patents, inventions and discoveries and all other intellectual property as defined in article 2 of the convention establishing the World Intellectual Property Organisation 1967.

Kate Taylor

23 November 2023    |   

Join the beta program Register your interest in the beta program for Tanda’s new recruiting tool.The tool is built directly into your Tanda account and links straight through to employee onboarding. This means an existing Tanda account is required to participate in the beta. 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hire a few people every year How do you manage job applications?(Required) We track most applications using a job board (LinkedIn, Seek, Indeed etc) We don’t use a formal system to track job applications We use software to help us hire Please specify which software you use: Anything else you'd like to add? I understand that the Beta program is designed to help eliminate bugs and improve the user experience and it is possible that I will encounter product challenges and/or frequent updates to the product with limited notice.(Required) I agree Submit /* = 0;if(!is_postback){return;}var form_content = jQuery(this).contents().find(\'#gform_wrapper_100\');var is_confirmation = jQuery(this).contents().find(\'#gform_confirmation_wrapper_100\').length > 0;var is_redirect = contents.indexOf(\'gformRedirect(){\') >= 0;var is_form = form_content.length > 0 && ! is_redirect && ! is_confirmation;var mt = parseInt(jQuery(\'html\').css(\'margin-top\'), 10) + parseInt(jQuery(\'body\').css(\'margin-top\'), 10) + 100;if(is_form){jQuery(\'#gform_wrapper_100\').html(form_content.html());if(form_content.hasClass(\'gform_validation_error\')){jQuery(\'#gform_wrapper_100\').addClass(\'gform_validation_error\');} else {jQuery(\'#gform_wrapper_100\').removeClass(\'gform_validation_error\');}setTimeout( function() { /* delay the scroll by 50 milliseconds to fix a bug in chrome */ }, 50 );if(window[\'gformInitDatepicker\']) {gformInitDatepicker();}if(window[\'gformInitPriceFields\']) {gformInitPriceFields();}var current_page = jQuery(\'#gform_source_page_number_100\').val();gformInitSpinner( 100, \'https://www.tanda.co/wp-content/plugins/gravityforms/images/spinner.svg\', true );jQuery(document).trigger(\'gform_page_loaded\', [100, current_page]);window[\'gf_submitting_100\'] = false;}else if(!is_redirect){var confirmation_content = jQuery(this).contents().find(\'.GF_AJAX_POSTBACK\').html();if(!confirmation_content){confirmation_content = contents;}setTimeout(function(){jQuery(\'#gform_wrapper_100\').replaceWith(confirmation_content);jQuery(document).trigger(\'gform_confirmation_loaded\', [100]);window[\'gf_submitting_100\'] = false;wp.a11y.speak(jQuery(\'#gform_confirmation_message_100\').text());}, 50);}else{jQuery(\'#gform_100\').append(contents);if(window[\'gformRedirect\']) {gformRedirect();}}jQuery(document).trigger(\'gform_post_render\', [100, current_page]);gform.utils.trigger({ event: \'gform/postRender\', native: false, data: { formId: 100, currentPage: current_page } });} );} ); /* ]]> */ function q(a){return function(){ChiliPiper[a].q=(ChiliPiper[a].q||[]).concat([arguments])}}window.ChiliPiper=window.ChiliPiper||\"submit scheduling showCalendar submit widget bookMeeting\".split(\" \").reduce(function(a,b){a[b]=q(b);return a},{}); ChiliPiper.scheduling(\"workforce\", \"au-demo-form\", {title: \"Thanks! What time works best for a quick call?\"})

Harry Spicer

21 November 2023    |   

Operations Management A single app for your employees. Reduce your workload with the Tanda Employee Self-Service App. Staff can update personal details, check their roster, access timesheets and leave, and download their payslip.- Book a demo Paperless employee onboarding Prevent delayed start dates and get staff up and running with seamless, cloud-based onboarding. New hires can easily submit bank account info, emergency contacts, and personal details right from their phone. One system, one employee profile. Balancing multiple profiles, portals, and apps is a big ask for employees and makes data collection a mess for HR managers. With Tanda’s all-in-one system, you can collect all the staff data you need for HR, rostering, and payroll, through a single, streamlined system. Automate updates between Tanda Payroll and Workforce, or view changes to be made in dashboard if you’re only using Workforce Management. Automate key tasks Use Tanda’s all-in-one system to automate updates between Payroll and Workforce. If you’re only using Workforce Management, get an overview of changes to be made in the dashboard. Automate other ESS tasks, including tax file submission, personal details, and payslips. Qualification management Manage your qualifications digitally. Staff can update expiry dates, upload copies of their qualifications/licences, and add any additional qualifications needed Trusted by businesses great and small Happy partners of Tanda Large businesses onboarded and loving life with Tanda. “I certainly recommend Tanda, it has created a far more professional and thorough system for myself and my management team.” Paul Mondo Bimbi Day Care “Tanda is the most user friendly out of all the platforms we’ve reviewed.” Ebony Harty Betty\'s Burgers Using the platform, each manager would have saved about 2-3 hours a week. So the wage costs have dropped substantially as well. Natasha Laidler MyHealth Medical Group View all customer stories Streamline your business with powerful integrations Integrate Tanda with payroll and POS systems you already use View integrations POS Partners Browse other features Training & Inductions Keep a record of disciplinary action and motivate your staff to take corrective steps. Learn more Forms Streamline your operational processes by bringing paper forms online. Learn more Written Warnings Keep a record of disciplinary action and motivate your staff to take corrective steps. Learn more Take product tour Go the Tanda way, free for 14 days Over 10,000 customers are achieving Workforce Success with Tanda today. Try a 14-day FREE trial. No credit card required. Start free trial Frequently asked questions What is Award Interpretation? Award Interpretation is the process of software analysing a worker’s timesheet, and calculating the amount of money they should be paid per hour. Because these pay rules are contained in Fair Work’s Awards, the process is called “Award Interpretation”. What is a modern award or modern pay award? Modern awards are the pay award rules for workers in specific industries. They are set by the Fair Work Commission, and typically are for lower-paid industries, or industries that employ large numbers of people. Remember, if you employ someone covered by an award, the pay awards apply, not the minimum wage rules. Typically, businesses will use award interpretation software to calculate employee award rates for their workers because of the complexity of pay awards. Award interpretation software (pay award) is part of workforce management software (workforce management solutions / employee management software), which also often includes timesheet software and award onboarding software. What award interpretation software templates does Tanda have? Tanda has over 30 individually managed employee award rates templates, including awards for major industries in Australia, like the Hospitality Industry Award (HIGA), General Retail Industry Award (GRIA), Social, Community, Home Care and Disability Services Award (SCHADS), Restaurant Industry Award (RIA), Aged Care Award, Pharmacy Award and Children’s Services Award. If you’re looking to clarify our award coverage, get in touch and we can go through our complete suite of awards.Tanda’s award interpretation software (pay award) templates work by calculating the employee award rates of workers based on their hours worked. Businesses use our onboarding software to register their employees in the award interpretation software (pay award), the hours are clocked and registered in our timesheet software (timesheet management), and then exported to payroll. What is an Enterprise Bargaining Agreement? An Enterprise Bargaining Agreement is a deal that a business makes with a union that sets the pay and conditions for their workers, instead of an award. Provided that the deal doesn’t undercut the pay and conditions of the award, it will apply. Tanda’s award interpretation (pay award) can be custom built to handle your Enterprise Bargaining Agreement as part of our workforce management software (workforce management solutions / employee management software) suite. Can Tanda’s award interpretation handle EBAs? Yes, Tanda’s award interpretation can handle Enterprise Bargaining Agreements. If you get in touch with us, we’re happy to help implement the conditions of your EBA into Tanda. We deal with a large number of clients with specific EBA’s that we’ve implemented into Tanda. How does Tanda handle base rate increases / birthdays? Tanda closely follows the Fair Work Commission’s wage rulings and implements these into our award interpretation software. This means that unlike other workforce management software (workforce management solutions / employee management software), pay rates are automatically updated after they change, and you don’t have to do a thing. Likewise, employees are automatically moved to their new relevant pay rate on their birthday, if it changes their classification. How are employee award rates set? Every year, the Fair Work Commission, a Federal Government body, will sit down and determine the employee award rates for different industrial awards. These rulings on employee award rates occur throughout the year, although most employee award rates are set just before the conclusion of the financial year.The Commission is made up of people appointed by the Government. It takes submissions from economists, unions, and business groups about pay award rates. Unions will typically ask for large employee award rates (pay awards) increases, and businesses will ask for lower or no increase to employee award rates (pay award). Lately, the Commission has picked the middle ground between these groups, increasing employee award rates by a moderate amount. Which award applies to me? The best way to confirm which award applies to you is to use Fair Work’s website. Remember, multiple awards can apply across different employees in your business. However, the award interpretation that applies is mostly intuitive. Retail employees are covered by the retail award, for example. But there are some exceptions, so you should always clarify which award interpretation (pay award) applies. How does workforce management software (workforce management solutions) handle award interpretation? Workforce management solutions (workforce management software / employee management software) can encompass the process of handling how employees work, from onboarding software, award interpretation software, timesheet software and right through to payroll. Some workforce management software (workforce management solutions / employee management software) will include all of these features from start to finish, whereas others might include some of them – like onboarding software, award interpretation software and payroll, for example.Award interpretation is complicated and workforce management software (workforce management solutions) is typically built with this in mind. Each managed award interpretation template is built to handle thousands of different rules. Businesses use onboarding software to register employees, timesheet software to register their hours, before the data is placed into award interpretation software. Do I need to use onboarding software to use Tanda’s award interpretation (pay award) software? Yes, you’ll need to enter an employee’s details into Tanda’s onboarding software in order to use our built in award interpretation. Our onboarding software is intuitive, easy to use, but importantly crucial to storing their details in our employee management software and paying them. Should I use an employee management software award interpretation or manually calculate pay? You should always use an electronic award interpretation. Manually calculating pay awards might sound simple, but with hundreds of different rules and different entitlements, it’s easy to make a mistake. The Fair Work Ombudsman often checks if employee management software with award interpretation is in use when it audits businesses, and looks more thoroughly at businesses that pay awards manually. Using employee management software that has timesheet management / timesheet software is always a great idea to make sure your time is accurately recorded and that your employees are paid correctly. A proper workforce management solution (workforce management software / employee management software) should always pay awards based on timesheet software or timesheet management that is digitally based. What is workforce management software (workforce management solutions), and how does it interact with timesheet software, pay awards and onboarding software? Workforce management software (also called workforce management solutions / employee management software) is the catch-all term for all forms of software that are used to manage employees. It will regularly include pay awards or award interpretation software, onboarding software, pay award or pay awards, timesheet software / timesheet management, all as part of its workforce management solutions. What kind of timesheet software (timesheet management) does Tanda have to manage its pay awards? Tanda’s employee time clock automatically exports data into timesheet management / timesheet software. The timesheet management program then uses Tanda’s award interpretation software to calculate exact pay and entitlements for the worker. The timesheet management program records the exact day and times the employee works. The timesheet management program keeps these on hand for the required seven years. The data is then exported straight from the timesheet management program to your payroll system. {\"@context\":\"https://schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"What is Award Interpretation?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Award Interpretation is the process of software analysing a worker’s timesheet, and calculating the amount of money they should be paid per hour. 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It will regularly include pay awards or award interpretation software, onboarding software, pay award or pay awards, timesheet software / timesheet management, all as part of its workforce management solutions.\"}},{\"@type\":\"Question\",\"name\":\"What kind of timesheet software (timesheet management) does Tanda have to manage its pay awards?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Tandau2019s employee time clock automatically exports data into timesheet management / timesheet software. The timesheet management program then uses Tandau2019s award interpretation software to calculate exact pay and entitlements for the worker. The timesheet management program records the exact day and times the employee works. The timesheet management program keeps these on hand for the required seven years. The data is then exported straight from the timesheet management program to your payroll system. \"}}]} Have a question which hasn’t been answered? Contact us

Harry Spicer

17 November 2023    |   

Christmas is always a special time for small businesses across Australia. While it’s a fantastic opportunity for a bumper trade, there are also increased risks. Paying staff correctly in Australia has never been more difficult. Read on for our quick tips to stay compliant this Christmas. 1. Stay compliant with regular Christmas pay issues Public Holiday rates Pay rates on public holidays are higher than standard days. If you’re employing casuals and part-time staff over Christmas, remember that they get access to this higher rate. The rates vary by Award. If you’re using Tanda, the rates will apply automatically to your staff. If you’re calculating the rates manually, be sure to visit Fair Work’s website to check for the latest rates. Up-to-date rates Every Award rate is updated mid-year to reflect the latest economic conditions. You need to make sure you have rolled onto the most recent rates. If you’re using Tanda, this process is automatic. It varies with other software and you should contact your provider if you’re concerned. Importantly, if you’re looking up rates for a manual system, make sure you get them from Tanda or from the Fair Work Commission itself. Sometimes rates will appear in search that contain outdated documents from previous years. Award Selection If you run a standalone restaurant, you’ll be covered under the Restaurant Industry Award. If your restaurant is connected to a hotel, you’ll be covered under the Hospitality Award. Distinctions like these sound simple, but are very important to get right, because your entire staff can be paid incorrectly. The best way to confirm if you’re using the right Award is to use Fair Work’s Award finder. Classification Finally, making sure workers are on the right classification under the Award is also important. Award classifications can be difficult to interpret and can be confusing. Make sure you read the exact description in the classification. 2. Comply with changes made to the Fair Work Act in 2023 The Federal Government made a series of changes to Australian Workplace Law this year that affects how every Australian business operates. There is a long list of changes, however, the most important reforms you need to comply with are listed below: Paid Family and Domestic Violence Leave Prior to 2023, all Family and Domestic Violence Leave was unpaid. The Federal Government legislated changes to make this leave paid in 2023. The idea is to remove financial penalties for taking the leave. This means that employees have access to 10 days of paid leave, instead of 5 days of unpaid leave. The 10 days are available upfront – an employee doesn’t need to accrue this leave. The leave does not accumulate and simply resets each year. Importantly, an employer must not include information on an employee’s pay slip that indicates they have taken paid family and domestic violence leave – protecting their privacy is key. Limits to fixed contracts In response to concern that some long-term contractors were being exploited by their employers, the Federal Government moved to limit fixed-term contracts to two years. In practice, this means that any renewal or contract extension cannot mean the total term is longer than two years. Fixed-term contracts also can’t be renewed more than once. Changes to flexible working arrangements Employees now have a right to request flexible working arrangements from their employer. While this doesn’t mean an employer must grant the request, businesses must now follow a number of rules when dealing with the issue, including: Meeting with the employee to discuss the request If the employer refuses the request, the employer must specify the reasonable business grounds for the refusal. Sunsetting of zombie agreements Zombie Agreements, or Enterprise Bargaining Agreements (EBAs) signed before 2010, are in the process of sunsetting by the Fair Work Commission. The agreements automatically terminated on 7 December 2023. Businesses must either roll back onto the Award or negotiate a new agreement. You can read more about zombie agreements here. Various changes to awards   Record Keeping and overtime rules added to Professional Services Award  Retail Award rostering clauses in focus Fair Work corrects Children’s Services Award Pay Rates

Harry Spicer

3 November 2023    |   

The Fair Work Ombudsman has had another busy year, recovering more than half a billion dollars in unpaid wages to workers in Australia. Following through with its commitment to target small businesses, the Ombudsman’s Annual Report shows more than 3,000 compliance and penalty infringement notices were issued Australia-wide. The record number of notices shows a continuation of Fair Work’s tough stance on businesses underpaying their staff. The Ombudsman is particularly focused on randomly auditing small and medium-sized businesses in “high-risk” areas. In 2022-23, this included the fast food, restaurants, cafes, and agricultural industries. The Ombudsman prioritised the small business sector, but hasn’t missed large corporations either, filing 81 litigations and entering into 15 enforceable undertakings with big businesses. In its report, Fair Work specifically calls out many of Australia’s largest companies, arguing they still aren’t investing adequately enough in payroll systems and proper governance. In a first for the regulator, it has also commenced court action against a franchisor, alleging it is legally liable for contraventions by its franchisees – including underpayments of workers. The move could set a new precedent – with franchisors typically not held liable for the actions of their franchisees in the past. Small and medium-sized businesses still in the firing line The Ombudsman spent much of the year focussing on spot audits of small and medium-sized businesses for underpayments. These snap audits were based on tip-offs as well as targeting hotspot areas – for example, auditing a specific geographic food precinct.  Fair Work still believes that small businesses have the most common risk factors for underpayment, like not understanding Awards or lacking a proper electronic time and attendance system. ‘Targeted Compliance’ activities were undertaken throughout the year which often involved verifying intelligence and pursuing businesses at high risk of non-compliance. In all, it led to 977 targeted compliance activities. Most of the contraventions of the Fair Work Act were: Underpayment of hourly rates Failure to correctly pay weekend penalty rates Advertising pay rates in contravention of the Fair Work Act. Focus on Fast Food, Restaurants, and Cafes The Ombudsman dedicates an entire section of its report to issues within the Fast Food, Restaurants, and Cafes sector (FRAC). It notes that while employing only 5% of Australian workers, the FRAC sector represents 22% of all compliance notices issued. The heavy audit and legal focus in the FRAC sector means it will continue to be a target area for the Fair Work Ombudsman in the next year. Litigation against larger corporations Larger corporations are still in Fair Work’s sights, however most issues are now ‘self-reported’ by companies. Typically, this has involved internal teams detecting a problem with their systems and referring it to Fair Work.  Often an enforceable undertaking is signed that basically agrees to repay wages and ensure the problem doesn’t happen again. Fair Work has also initiated litigation in more severe cases. First Litigation to hold franchisors responsible for franchisee behaviour Fair Work has commenced legal action against a franchisor it claims is liable for underpayments by its franchisees. If successful, the landmark case would be the first time the Ombudsman has prosecuted a franchisor for the actions of its franchisees. The Ombudsman alleges that while the business did not directly underpay workers more than $30,000, an action which was undertaken by its franchisees, it should have known its franchisees would underpay workers. Fair Work believes that as a “responsible franchisor entity”, the business in question is legally liable for alleged contraventions by its franchisees, including underpayments of workers. Under law, franchisors are required to take “reasonable steps” to prevent contraventions of the law by their outlets. However, the case is more complicated than a simple issue of franchisees underpaying workers. Typically, this isn’t enough for the franchisor to be held liable – otherwise many franchisors would be responsible for the actions of rogue franchisees. Instead, Fair Work argues the business had prior infractions – including an enforceable undertaking back in 2015, and subsequent audits. The Ombudsman alleges that the business was on notice about compliance issues for many years and should reasonably have known its franchisees would underpay their workers. The case is still being heard, but could set an important precedent for franchisors across Australia. While the legal action should be of concern to franchisors, it’s important to remember that the case revolves around a franchisor which seemingly did very little to invest in compliance activities. How to stay compliant Fair Work’s report reveals that the basics of compliance are still the most important. Having good governance and quality record keeping in place are still key issues for the Ombudsman. In the past year, Fair Work has mainly penalised businesses for getting the basics wrong. For example, in its report Fair Work states that the most common Fast Food, Restaurant and Cafe issues are award coverage, pay, and record-keeping.  In other words, the vast majority of businesses penalised didn’t classify their employees correctly, or didn’t have proper record keeping of timesheets. Classifying Employees Of course, sometimes rectifying these issues is far more complicated than it can initially seem. Many Award classifications are murky, and it’s easy to mistakenly list someone under the wrong award. We’ve listed some of the most common issues with classifying employees below: Unclear Classifications Many of the award classifications are poorly written and don’t describe the types of work they cover very well. This can often lead to confusion. It might sound a bit silly, but it’s really important to work out exactly what roles your employees perform, and to read the classifications. Inertia Factor This is probably the biggest issue. Many businesses will read the classification of what their employee is and never review it. If they make a mistake, it’s often set in stone for years afterwards. The law can also change. Make sure you review your setup once a year – we recommend doing it during a quieter time.  Misunderstanding contracts and awards Make sure you don’t remove the Award rights of an employee that’s on a contract. All employees have an employment contract. Having a contract does not affect whether the employee is award covered, because it is not possible to contract out of award coverage. The only exception is that highly paid employees can be given a “high income guarantee”, which means that any award will not apply to them.  Implement Effective Governance Typically, Fair Work seeks to target businesses that have obvious flaws in their compliance systems. With this in mind, we recommend taking a vigilant approach towards governance to stay on the right side of the law.  Being diligent and taking risk seriously is the first step toward being compliant. With this in mind, there are some quick steps to take which will strengthen your businesses governance and systems. Use Technology Using digital Workforce Management Software can significantly reduce the risk of human error in your Australian business. Moving from a paper based system to a digital operation, the risks of storing and entering data can be eliminated entirely.  Fair Work Inspectors will often look for good record keeping as a first point of call when auditing businesses. Having your records stored digitally on software like Tanda will prevent you from losing them. Train Staff  Having human oversight is key to making sure things don’t go wrong with your governance system. There is ultimately no substitute for having well-trained staff in your business. Being able to spot potential compliance issues is important. 

James Roberts

10 October 2023    |   

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What was the most valuable part of the event? (For example, compliance insights, meeting fellow people in the industry...)How could we improve the event for next time?Would you recommend this event, or attend it again? Yes, I would! No, not really How would you rate today’s event overall? 1 2 3 4 5 NameThis field is for validation purposes and should be left unchanged. 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Kate Taylor

21 September 2023    |   

Employee Experience Staff Onboarding Software Simple employee onboarding software for new staff. Automatically verify tax and super details. Send workers their rosters on our mobile app. Tanda’s employee experience gets everyone on the same page. Book a demo Australian data centres Built in the cloud from day one Engineered for speed Simple, paperless onboarding New hires can hit the ground running with a digital onboarding process that’s easy, secure and hassle free.  The quickest way in Australia to get new hires started Forget about piles of paperwork and get staff working with our seamless onboarding process. Digitally managed. Let us take care of the paperwork. Tanda automates new hire onboarding, lodges details directly with the ATO, and collects super choice forms digitally. Get it right from the get-go. Never re-enter data again. Tanda automatically verifies your new hire’s TFN and superfund, and uses one set of verified personal details across a number of forms. All the details you need, in time for payroll. We’ll help you stay on top of the onboarding process. Tanda tracks the status of every new hire, and sends proactive reminders for outstanding information. Employee compliance, simplified with qualifications tracking Keep on top of your team’s qualifications, licences and expiries. Stay in control of your compliance. Know when action is required. With Tanda, you’ll receive proactive reminders if an employee’s licence has expired, or they’ve hit their working hours. Employee documentation at your fingertips. Access staff information with ease — any time, anywhere. All employee paperwork is securely stored in Tanda and can be retrieved with the click of a button. Organise your staff like never before Tanda’s employee mobile map allows staff to access their past and upcoming rosters through the app. Ditch the ring around and send your entire roster to all staff in seconds. With Tanda notifications, employees never forget when they’re working next. Clock-in anywhere, anytime. With Tanda’s GPS clock-ins, your employees can clock in, out, and record breaks, even when they\'re off site or away from a timeclock. Drop or pick up shifts. When staff can’t work their rostered shift, or are looking to pick up extra hours, make use of shift replacements and vacant shift claiming. Staff Self Service. Ditch complicated paperwork and have staff update tax file numbers, bank account details, emergency contacts and other key information directly from the mobile app. Trusted by businesses great and small Happy partners of Tanda Large businesses onboarded and loving life with Tanda. “I certainly recommend Tanda, it has created a far more professional and thorough system for myself and my management team.” Paul Mondo Bimbi Day Care “Tanda is the most user friendly out of all the platforms we’ve reviewed.” Ebony Harty Betty\'s Burgers Using the platform, each manager would have saved about 2-3 hours a week. So the wage costs have dropped substantially as well. Natasha Laidler MyHealth Medical Group View all customer stories Streamline your business with powerful integrations Integrate Tanda with payroll and POS systems you already use View integrations POS Partners Browse other features Training & Inductions Keep a record of disciplinary action and motivate your staff to take corrective steps. Learn more Forms Streamline your operational processes by bringing paper forms online. Learn more Written Warnings Keep a record of disciplinary action and motivate your staff to take corrective steps. Learn more Take product tour Go the Tanda way, free for 14 days Over 10,000 customers are achieving Workforce Success with Tanda today. Try a 14-day FREE trial. No credit card required. Start free trial Frequently asked questions What is onboarding? Onboarding is the process of introducing new employees to the company and helping them become fully integrated with their new work environment. It typically involves paperwork such as completing an employment contract, providing employee identification badges and ensuring that all necessary safety information and training have been completed. Onboarding also includes orienting the new employee to company policies, procedures and culture. Why is storing employee qualifications important? Storing employee qualifications is important because it helps ensure the safety of employees and other stakeholders in the organization. It also enables the company to verify that employees are qualified to perform their duties and have completed all necessary training. This information can also be used for future recruitment purposes if an employee leaves the company or needs to be replaced due to illness or other unforeseen circumstances. What employee information do I need to store for Australian Tax Office? When storing employee information for the Australian Tax Office, you will likely need to collect and store the following details:-Full name, date of birth, address, and contact information-Tax File Number (TFN) or Certificate of Application for a TFN-Employment start date and hours worked each week (if applicable)-Employment earnings, including details on wages, pay and allowances received by the employee-Superannuation fund information, including the name of the fund, number and type of contribution (employer or salary sacrifice contributions) made to the fund on behalf of the employee. You may also be required to provide additional information on the total amount of contributions made to all superannuation funds by your organization. Have a question which hasn’t been answered? Contact us