Harry Spicer

10 August 2023    |   

Original Series PaySure S02E04Positions This webinar starts at 11AM AEST 31st August 2023 /* */ /* */ /* */ var gform;gform||(document.addEventListener(\"gform_main_scripts_loaded\",function(){gform.scriptsLoaded=!0}),window.addEventListener(\"DOMContentLoaded\",function(){gform.domLoaded=!0}),gform={domLoaded:!1,scriptsLoaded:!1,initializeOnLoaded:function(o){gform.domLoaded&&gform.scriptsLoaded?o():!gform.domLoaded&&gform.scriptsLoaded?window.addEventListener(\"DOMContentLoaded\",o):document.addEventListener(\"gform_main_scripts_loaded\",o)},hooks:{action:{},filter:{}},addAction:function(o,n,r,t){gform.addHook(\"action\",o,n,r,t)},addFilter:function(o,n,r,t){gform.addHook(\"filter\",o,n,r,t)},doAction:function(o){gform.doHook(\"action\",o,arguments)},applyFilters:function(o){return 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jQuery(this).contents().find(\'.GF_AJAX_POSTBACK\').html();if(!confirmation_content){confirmation_content = contents;}setTimeout(function(){jQuery(\'#gform_wrapper_64\').replaceWith(confirmation_content);jQuery(document).trigger(\'gform_confirmation_loaded\', [64]);window[\'gf_submitting_64\'] = false;wp.a11y.speak(jQuery(\'#gform_confirmation_message_64\').text());}, 50);}else{jQuery(\'#gform_64\').append(contents);if(window[\'gformRedirect\']) {gformRedirect();}}jQuery(document).trigger(\'gform_post_render\', [64, current_page]);gform.utils.trigger({ event: \'gform/postRender\', native: false, data: { formId: 64, currentPage: current_page } });} );} ); /* ]]> */ In this session How should you manage positions in your organisation?  It’s a question that Tanda’s Head of Product Compliance Andrew Stirling will be breaking down in the latest episode of Tanda’s paysure series. Register to learn about important pitfalls to avoid when structuring your business, including:– How descriptive job titles should be.– How to handle redundancies and describe positional changes.– How to manage expectations with staff through your positions and contracts.Andrew will present the information, followed by a live Q&A. You might also be interested in Casual ConversionS01 E01 Nov 03 What our data and customer conversations reveal about the casual conversion process. Watch on demand The Fair Work FiveS01 E02 Dec 02 Avoiding the Ombudsman\'s top five causes of large corporate underpayment disclosures. Watch on demand Annual Salary TrapsS01 E03 Jan 27 Why paying annual salaries can lead to underpayments and how to avoid the traps. 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Harry Spicer

9 August 2023    |   

Charges have been filed against supermarket giant Woolworths over allegedly failing to pay more than $1 million in long service leave to staff at its Victorian stores.  Wage Inspectorate Victoria alleges the companies failed to pay more than $1 million in long service leave entitlements to more than 1000 employees over the three years to 2021. Woolworths discovered the issue after engaging in an extensive end-to-end review of its payroll systems. The supermarket giant self-reported the findings to the regulator at the beginning of last year. It has since back-paid the staff, apologised, and rectified the issue. Victoria, like many states, has legislated criminal penalties for wage theft – including long service leave. The case is now before the courts and will take some time to resolve. Tough attitude toward wage theft Australian Law is very tough on companies that have committed wage theft. Wage theft laws have been drafted very broadly and can be broken inadvertently. Most Australians would traditionally think of wage theft in the sense of an employer literally stealing or forcing their employees to hand back some of their wages – which has happened in the past. However, the laws are somewhat broader, and simply include deliberate or dishonest underpayment of employee entitlements. Woolworths will now have to prove that the underpayment wasn’t deliberate – which isn’t necessarily straightforward.  Staying Compliant The best way to stay out of the legal quagmire of wage theft is to have a vigorous attitude towards compliance in the first place, with systems in place to ensure that your payments are correct every time. Tanda has compiled the “Fair Work Five”, a list of the most common mistakes businesses make when employing staff on major awards. While not exhaustive, avoiding the major issues is a good first step to staying compliant. Not applying awards to the right people Failing to correctly classify a worker under the appropriate award or enterprise agreement can have major consequences for your Australian business. All pay rates and entitlements like annual leave are calculated based on the coverage of an award or enterprise agreement. Not properly implementing new agreement terms Changing enterprise agreements is a difficult and time-consuming process. This naturally leans towards taking shortcuts or thinking a term may not apply or isn’t as broad as it is. It’s important to avoid this by rigorously reviewing your agreements when they change.  Paying annual salaries that aren’t enough to cover entitlements One of the biggest mistakes Australian business owners make is to simply assume offering someone a salary means that award benefits and other entitlements no longer apply. If someone is covered by an award, they’re entitled to those benefits, except in very rare circumstances. Poor Time Recording Practices Digital technology has revolutionised the way businesses handle their payroll in recent years. However, those who haven’t changed their systems risk being left behind. In its 2021 Annual Report, the Fair Work Ombudsman identified poor time recording practices as “ineffective and outdated manual processes for recording hours of work, or not keeping records of time worked at all for employees covered by Fair Work instruments”. In other words, Fair Work believes having old, manual processes is high risk and likely to lead to underpayment in Australian businesses. This is reflected in Fair Work’s attitude towards compliance. The Ombudsman’s biggest targets are businesses that don’t record hours at all, or have outdated systems for doing so. Ineffective governance and systems The reason the Fair Work Ombudsman is so interested in governance is simple – poor governance often leads to Australian employees being underpaid. Wage theft is the Ombudsman’s top concern, and through compliance action it has recovered hundreds of millions of dollars in the last financial year alone.

Harry Spicer

7 August 2023    |   

The Fair Work Commission has added new requirements for businesses that employ staff on the Professional Employees Award. The requirements come into effect on September 16 and it’s important that companies comply with the new rules. Professional Employees Award Changes There are number of key changes the award that you need to be aware of: The introduction of fixed penalty rate hours between After 10pm and before 6am Monday to Saturday: 125% penalty rate; Casual employees are entitled to a 25% loading on top of their typical pay; Sundays and public holidays now accrue a 150% penalty rate, all day. Employers must keep records of the time their employees work, including white-collar employees. Employees will be entitled to be paid overtime or receive time off in lieu of overtime for working in excess of 38 hours per week The changes don’t impact employees who have a salary higher than 25% of the award. Why has the Award been changed, and who is affected? In handing down its decision, the Fair Work Commission noted the Award had a lot of unclear rules that it was asked to make rulings on. The Commission argues that clarifying the rule will reduce the number of cases it hears on this issue and make it clear what’s required of employers of staff under the Professional Employees Award. The Professional Employees Award [MA000065] mainly covers employees in the information technology, medical research, quality auditing or telecommunications services industries. However, employees are also covered if they perform professional engineering and scientific duties. This is quite a broad coverage for an Award. For example, within information technology alone it covers Designing and manufacturing computers, peripherals and software, and telecommunications equipment Installing, repairing and maintaining computer systems Computer consultancy services Computer programming System analysis services Designing, developing and maintaining online internet architecture and facilitating online content management, or Work associated with any of the above. Importantly, many businesses that have staff covered under the Professional Employees Award often have salaried workers, rather than staff paid by the hour, so often don’t have time and attendance software. Tanda’s three steps to staying compliant You should always take a rigorous attitude toward compliance with workplace laws. The Fair Work Ombudsman has been ramping up audits and compliance programs over the last five years, and won’t hesitate to fine businesses that haven’t been complaint. With this in mind, there are three quick steps to get you started on complying with the new rules. Check which employees are covered It might sound obvious, but you’d be surprised by how many employees are covered by the Professional Employees Award. The Fair Work Commission provides a summary of the Award’s coverage and the type of roles under its umbrella. You should read this summary and compare it with the roles performed by people in your organisation. If you find staff perform these roles,  There is also a key exemption. Employees that earn over 25% higher than minimum award rates aren’t entitled to the additional penalty rates, in lieu of their additional pay. Many professional IT staff and others covered under the Award are often paid quite well and might be over the award rate. One way for you to cut out the admin required would be to simply pay all your staff over 25% of the minimum award rate. Use a digital time and attendance system to record hours and calculate overtime It’s crucial to ensure your record-keeping systems are efficient enough to track hours worked by employees, including white collar employees. Calculating penalty rates manually is risky, and reliant on paper time and attendance. The best option is to use a digital time and attendance system. Employees clock in and out with a unique passcode, ensuring their exact working hours are recorded to the minute.  This will immediately satisfy Fair Work’s requirement for you to record all hours worked by your staff. Recording time digitally also makes it far easier to find employee records and show a Fair Work Inspector that you’re compliant. From here, if you’re using Tanda, the Award Interpreter can instantly calculate the employees pay and entitlements based off their hours worked. This includes a breakdown of ordinary hours and new penalty rate entitlements. From here, Tanda can export timesheets directly to our payroll system and pay your employees correctly. If your employees are salaried, Tanda can provide a simple reconciliation. Reconcile entitlements against the employees salary If you have salaried employees, you’ll need to see if they need to be paid extra if they work overtime. This can get nuanced – if their salary is a bit more than the Award, they might be able to work a little bit of overtime before you need to pay them extra, for example. Tanda’s Wage Compare feature allows you to instantly calculate what the employee is entitled to based off their hours worked and any penalty rates incurred, and compare it with their salary in that period. From here, it’s simple to calculate and order back payments to cover the entitlements. Learn more about Tanda If you have specific inquiries about how Tanda can handle the changes to the Professional Employees Award, you can book a demonstration of the software here. Tanda has been following the changes closely and has designed a bespoke solution to the changes that is straightforward for our customers to use.

Harry Spicer

4 August 2023    |   

Businesses that serve food and drinks need to review their food safety compliance, ahead of major changes to standards later this year. From December the 8th 2023, the Food Standards Code will incorporate new Standard 3.2.2A. Standard 3.2.2A broadens and extends food safety requirements for venues – meaning all operators will need to take additional steps to stay compliant. There are three major changes – however, a number of minor additions will also come into effect. The big three requirements will be: Supervisors must have been trained in the last five years All food handlers must have undertaken food safety training Records of training must be kept Staying Compliant with Tanda Tanda has recently introduced Operations, a complete suite of features designed for businesses to stay compliant with regulatory requirements. Operations is flexible, and can be used to stay compliant across different industries – including food safety. The first step is ensuring staff have been trained in food handling. You should implement a process of enrolling staff in food training through Tanda onboarding. Simply create a user profile and send them a link to complete the relevant training.  Tanda recommends finding a suitable program that matches your needs. From here, when the staff has completed the training, you can create a qualification that shows the staff member has completed food safety training. The second step to staying compliant is to always roster a staff member who has supervisors training. Tanda’s rostering feature allows you to design rosters that automatically block schedules from being published if someone with supervisor training isn’t on the roster. Use qualifications to manage this process and ensure you’re compliant. Finally, Tanda’s new operations suite allows you to use checklists and audits of food safety to ensure you’re compliant over the long term. Build custom checklists of procedures, and keep records of all food safety actions as required by law. Schedule audits of staff qualifications and ensure they meet mandatory training requirements. Learn More To find out more about Tanda, you can request a demo here.

James Roberts

3 August 2023    |   

Payroll Terms & Conditions Tanda Payroll assists the Client, or the Client’s Personnel to produce payroll outputs and facilitate the lodgment of STP Reports. The following terms (Terms), as well as the terms contained under the Agreement, apply to the Client’s access to, and use of, Tanda Payroll. By selecting Tanda Payroll as an add-on to the Software, or by otherwise accessing or using, or permitting access to or use of, Tanda Payroll, the Client is deemed to have accepted and agreed to be bound by these Terms from the date of selection, or the date of first access and/or use by the Client or any of its End Users, as may be applicable (Start Date). Definitions Licence Fees Termination Disclaimer Incorporation of terms under Agreement Variations Definitions In these Terms: End User means any Personnel of the Client who may access or use the Software. Agreement means the agreement between the parties for provision of the Software, being either of the Tanda Terms & Conditions available at https://www.tanda.co/terms-conditions or the Tanda Standard Business Agreement signed between the parties, as applicable. STP Reports means the wages, taxation and superannuation information of an individual transmitted to the Australian Taxation Office via the system known as ‘Single Touch Payroll’, including STP reports and any other payroll information. Tanda Payroll Fee means the fee payable by the Client for the provision of Tanda Payroll. Terms capitalised in these Terms but not otherwise defined adopt the meaning given to those terms in the Agreement. Licence Grant From the Start Date until the earlier of: termination or expiry of the Agreement; and termination of these Terms in accordance with clause 4, Tanda grants to the Client a revocable, non-exclusive, non-transferable licence to access and use Tanda Payroll for its internal business purposes. Restrictions As a fundamental condition of the licence in clause 2.1 above: the Client must ensure that it and its Personnel’s access and use of Tanda Payroll, and all end users’ use of Tanda Payroll, are strictly in accordance with these Terms; the Client agrees the prior written consent of Tanda is required for the Client to sub-licence any right or obligations under these Terms (other than as expressly indicated in these Terms); and the Client acknowledges, and agrees, that the rights granted to it in respect of Tanda Payroll are expressly limited to the rights stated in clause 2.1, and to the fullest extent permitted by law, all implied rights in relation to the licence in clause 2.1 are excluded. Fees The Tanda Payroll Fee is payable monthly in advance and calculated by reference to the number of End Users listed by the Client for its account for Tanda via the Tanda Web Portal at the beginning of a monthly billing period. The Tanda Payroll Fee rates per End User are available at https://my.tanda.co/account/. The Tanda Payroll Fee will be: included on the Client’s monthly invoices for the Access Fee for the Software; or where the Client pays the Access Fee in longer intervals, billed separately on a monthly basis. The Client acknowledges and agrees that the Client determines who is an End User and, accordingly, it is the Client’s responsibility to manage the number of Employees in respect of whom the Tanda Payroll Fee will be payable month-to-month. Termination These terms terminate automatically upon termination or expiry of the Agreement. The Client may change the number of End Users at any time during the term via the Tanda Web Portal. The Client may cancel its subscription for Tanda Payroll for any reason by providing 1 calendar month’s written notice to Tanda. Cancellation of Tanda Payroll does not terminate any other services agreement with Tanda. If the Client cancels its subscription pursuant to clause 3(a), then the Client will be liable for payment of all Tanda Payroll Fees on a pro-rata basis for each day of the then current billing period up to and including the day of termination. Disclaimer The Client acknowledges and agrees that: Tanda Payroll is intended to be used as a tool to assist with the calculation of an End User’s net pay, but it is the Client’s sole responsibility to ensure that: each End User’s data has been correctly input into their Employee profile, as is kept up-to-date; and the correct pay-based rules comprised in Tanda Payroll are being applied to each End User; the various components of Tanda Payroll, including any associated commentary or guidance, do not: contain or constitute legal or employment advice; constitute the provision of tax agent services; or accommodate all possible employment conditions to determine an Employee’s net pay; it is the sole responsibility of the Client to: assess the suitability of Tanda Payroll for use with any particular Employee; determine any relevant tax or superannuation implications as a result of the Client’s use of Tanda Payroll; ensure: (and the Client warrants) that any individual transmitting STP Reports to the Australian Taxation Office on behalf of the Client via Tanda Payroll is authorised to do so in the manner required by the Australian Taxation Office, as may change from time to time; and that the content of all STP Reports transmitted to the Australian Taxation Office on behalf of the Client via Tanda Payroll are true and correct, and to seek independent legal advice to confirm same, as may be appropriate; and to the fullest extent permitted by law, Tanda will not be Liable in any way for (and is released from) any Loss (including any Loss incurred by the Client or any current or former Employee of the Client) arising from, or in connection with, its provision of Tanda Payroll. Incorporation of terms under Agreement Tanda Terms & Conditions Where the provision of the Software to the Client is governed by the Tanda Terms & Conditions available at https://www.tanda.co/terms-conditions, the following clauses of those Terms & Conditions apply to the provision by Tanda of Tanda Payroll as they apply to its provision of the Software: 5 (Availability); 9 (Obligations of the Client); 10 (Indemnity); 11 (Intellectual Property Rights); 12 (Client Data); 14 (Privacy Compliance); and 17 (Liability), and the defined terms referenced in the above clauses are deemed to include references to Tanda Payroll to the extent they reference the Software. TANDA Standard Business Agreement Where the provision of the Software to the Client is governed by a TANDA Standard Business Agreement signed between the parties, the following clauses of that agreement apply to the provision by Tanda of Tanda Payroll as they apply to its provision of the Software: 5 (Availability); 9 (Obligations of the Client); 10 (Indemnity); 11 (Intellectual Property Rights); 14 (Privacy Laws and Security); 17 (Liability); and 20 (Publicity), and the defined terms referenced in the above clauses are deemed to include references to Tanda Payroll to the extent they reference the Software. Variations Tanda may: modify, update or enhance Tanda Payroll; and vary or update these Terms, in its sole discretion and at any time, without notice to the Client.

James Roberts

31 July 2023    |   

Online Employee Scheduling Software Roster and pay staff with confidence Australia’s leading rostering, attendance and award interpretation software. Book a demo View stories Hear what our customers say about Tanda View stories What is Tanda? Tanda is all-in-one software that has everything you need to employ hourly workers in Australia. Tanda is built to automate the correct pay rates and stay compliant with FairWork. Payroll Payroll software that works best for employers with hourly workers. Access Modern Award templates to automate pay conditions and stay up to date with FairWork obligations. Popular Features Employee Self Service Modern Award Templates Award Interpretation Learn More Time and Attendance Software to build rosters, manage employee attendance and plan leave. Handle FairWork rostering requirements and manage costs. Popular Features Demand-based rostering Leave and Unavailability Costed rosters Learn More HR Improve your employee experience from onboarding to offboarding. Document all of your employment conditions. Popular Features Document & Contract management HR Legal Templates Employee Onboarding Learn More Improve Fair Work compliance with Tanda Tanda’s expert compliance team maintains a library of Modern Award pay conditions, covering the most common awards. Modern Award Templates automate calculations for base rates right up to the most complex employment conditions. Learn More See how Tanda works See how Tanda can help you employ and manage your hourly team in Australia. Schedule a demo Trusted by businesses big and small

Nick Braban

25 July 2023    |   

Harry Spicer

13 July 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

Harry Spicer

11 July 2023    |   

On July 1, Fair Work mandated a 5.75% increase to pay rates for all workers on modern awards. This large increase applies across the board, and is the result of continuous, decades-high inflation. Fair Work’s decision adjusts wages to make up for some of the purchasing power lost from inflation. Tanda’s compliance team researches a library of these pay rates and automatically update them in Managed Award Templates when they switch over each year on July 1. Tanda’s automatic award interpreter takes an employee’s timesheet, applies award rules, and calculates the employee’s pay correctly. Businesses needed to pay the full rate in the first full pay run on or after July 1. This included the Children’s Services Award. However, Fair Work has issued an update to these pay rates, after it failed to update a new rate that had come into effect. The last-minute change hasn’t been widely publicised across the industry, and many Childcare and Early Learning providers might not be aware of the correction. The Education Leaders Allowance day rate has changed from $15.42 to $16.31. If you’re on Tanda’s Managed Award Template, this rate has been automatically updated for you. If you’re with another software provider or manage your rates manually, it’s a good idea to check if your rate is correct and reflects Fair Work’s latest update.