To pay an employee under a Managed Template, you will need to configure their employee profile with both an Employment Type and a Classification/ Level.

To classify an employee under the Aged Care Industry Managed Template, navigate to Workforce > Staff > (Employee Name) > Pay Conditions.

Under Industry Award, select Aged Care Industry:

An Employment Type is a tag that associates the applicable pay conditions (award rules) such as penalties and overtime to an employee.

An example of this kind of tag is Full Time.

The employment types that are available in the Managed Template will populate via the drop-down in the Employment Type field:

The below employment types are available in the Aged Care Industry Managed Template:

Day Workers:

A Classification/ Level is a tag that will pay the employee their base rate which all penalties and overtime is calculated off. An example of this is Aged Care Employee Level 1.

The Classification/ Levels that are available in the Managed Template will populate via the drop-down under the Classification/ Level field:

The below Classification/ Level tags are configured in the Managed Template:

The above Classifications/ Levels facilitate the appropriate rates per the rounding details provided in the Fair Work Ombudsman Guide for the Aged Care Award 2010.

The base rates are increased in line with the Pay Guide annually and the new rates will always take effect from the first full pay period on or after the date stipulated by the Fair Work Commission.

Please see the Salaried Staff article for information specific to configuring salaried staff in Tanda.

To record a Part Time employee's regular pattern of work in Tanda, navigate to Workforce > Staff > (Employee Name) > Pay Conditions > Click Edit Current Pay Conditions > Under Regular hours of work click the + Week button:

To add a shift, click the + button next to the day of the week and select shift or RDO from the prompt:

Enter the applicable start and finish times for the employee's regular hours. You can also specify meal break times and the teams the employee will be working the regular hours in.

Then repeat this for each day you need to configure regular hours for.

You can also enter a value into the Contracted Weekly Hours field.

If you choose to populate a value into this field, you can then receive roster validation warnings when an employee has not been rostered for their total contracted hours:

Once you have finished configuring the regular hours/ contracted weekly hours have been entered, select Confirm Changes.

Per clause 10.3(c) any variations to a Part Time employee's regular hours of work must be recorded in writing.

To prevent accidental variations from occurring, managers are notified on the roster if a shift differs from the regular hours of work:

When View is selected, managers will be able to see what the employee's agreed regular hours are:

There is the ability to manage and record variations to the regular hours of work in Tanda. See Managing Variations to the Regular Hours of Work for details.

There is the ability to manage and record variations to the regular hours of work in Tanda.

A record of the agreement, including the time it was agreed to, can be captured in either of the below ways:

To record variations this way, you will need to enable the Shift Acceptance feature.

📜 10.4 Casual employees

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(b) A casual employee will be paid per ordinary hour of work at 1/38th of the weekly rate appropriate to the employee's classification. In addition, a loading of 25% of that rate will be paid instead of the paid leave entitlements accrued by full-time employees.

Casual loading in Tanda is applied using the multiplier method.

In the Tanda Employee Profile, the casual rate is expressed in Monday to Friday pay rate with the base hourly rate showing the rate without the loading. This is demonstrated in the image below:

The base hourly rate is always expressed as 1.25x on the timesheet and where applicable, penalty rates will also be expressed with the additional casual loading.

Australia's National Employment Standard provide casual employees with a pathway to become a permanent employee. This pathway is known as Casual Conversion.

Casual conversion is referenced in the Aged Care Award 2010:

📜 10.5 Changes to casual employment status

A pathway for employees to change from casual employment to full-time or part-time employment is provided for in the NES. See sections 66A to 66MA of the Act.

Tanda has a Casual Conversion Dashboard which can be used to identify Casual employees that may be suitable for conversion to a permanent employment type.

For further information on Casual Conversion, see the Fair Work Ombudsman resource Becoming a permanent employee.

📜 23. Saturday and Sunday work

23.1 Employees whose ordinary working hours include work on a Saturday and/or Sunday, will be paid for ordinary hours worked between midnight on Friday and midnight on Saturday at the rate of time and a half, and for ordinary hours worked between midnight on Saturday and midnight on Sunday at the rate of time and three quarters. These extra rates will be in substitution for and not cumulative upon the shift premiums prescribed in clause 26—Shiftwork.

23.2 A casual employee who works on a weekend will be paid the following rates:

(a) between midnight Friday and midnight Saturday – 175% of the ordinary hourly rate; and

(b) between midnight Saturday and midnight Sunday – 200% of the ordinary hourly rate.

If an employee works ordinary hours on a Saturday or Sunday, the applicable penalty will automatically apply in the timesheet.

In the example below, a Casual Shiftworker has worked ordinary hours on Saturday and Sunday:

Clause 29.2 of the Aged Care Award outlines the provisions for payment for working on a public holiday. Please see below for details on how public holidays are paid for each employment stream:

📜 26. Shiftwork

26.1 Shift allowances and penalty rates

Employees working afternoon or night shift will be paid the following percentages in addition to the ordinary rate for such shift. Provided that employees who work less than 38 hours per week will only be entitled to the additional rates where their shift commence prior to 6.00 am or finish subsequent to 6.00 pm.

(a) Afternoon shift commencing at 10.00 am and before 1.00 pm—10% of the ordinary hourly rate

(b) Afternoon shift commencing at 1.00 pm and before 4.00 pm—12.5% of the ordinary hourly rate

(c) Night shift commencing at 4.00 pm and before 4.00 am—15% of the ordinary hourly rate

(d) Night shift commencing at 4.00 am and before 6.00 am—10% of the ordinary hourly rate

Under the Aged Care Award there are additional penalty periods that apply specifically to employees engaged as shiftworkers. The above details the different shift penalties that apply and when the different shift types apply.

In Tanda we have automated the application of the shift penalties that are detailed in clause 26.1. For the above penalties to apply automatically in Tanda, the employee will need to be classified on one of the shiftworker employment types available in the Aged Care Managed Template.

See the below example of the Afternoon Shift penalty automatically applying in the timesheet:

For further information on the Shiftworker employment types available in the Managed Template, please see here.

Per clause 22.7(a) a Full Time employee must receive a minimum payment of four hours for every engagement during ordinary hours.

The ordinary hours minimum engagement that applies to full time employees will only apply if ordinary hours have been worked in the shift.

For example, in the below shift the full time employee has only worked 2 ordinary hours causing the minimum engagement award rule to apply for 2 ordinary hours:

If a full time employee works a shift that is entirely paid at overtime rates, the ordinary hours minimum engagement award rule will not apply.

For example, if a full time employee works in excess of their ordinary hours for the period resulting in the entire shift being paid as overtime and this shift is under 4 hours, the minimum engagement award rule will not trigger as the employee has not worked any ordinary hours in the shift:

Per clause 22.7(b) Part Time and Casual employees must receive a minimum payment of 2 hours for each engagement.

The above details the minimum engagement period that applies to Part Time and Casual employees. If a shift does not meet the required length, a minimum engagement award rule will automatically trigger in the timesheet to buffer the shift to the required length.

In the below example a Casual employee has worked a 1 hour shift:

25.1 (a) Full-time employees

(i) A full-time employee will be paid the following for all work done in addition to their rostered ordinary hours on any day:
​(A) for all authorised overtime on Monday to Friday, payment will be made at the rate of 150% of the hourly rate (plus any all-purpose allowance payable) for the first two hours and 200% after two hours;

(B) for all authorised overtime on Saturday or Sunday, payment will be made at the rate of 200% of the hourly rate (plus any all-purpose allowance payable); and

(C) for all authorised overtime on a public holiday, payment will be made at the rate of 250% of the hourly rate (plus any all-purpose allowance payable).

(ii) Overtime rates under this clause will be in substitution for, and not cumulative upon the shift premiums prescribed in clause 26.1.

The below overtime conditions have been automated for Full Time employees in the Aged Care Managed Template:

25.1 (b) Part-time employees

(i) All time worked by a part-time employee in excess of 38 hours or 76 per fortnight will be paid at the following rates:

(A) Monday to Friday - 150% of the hourly rate (plus any all purpose allowance payable) for the first two hours and 200% of the hourly rate (plus any all-purpose allowance payable) after two hours;

(B) Saturday and Sunday - 200% of the hourly rate (plus any all-purpose allowance payable); and

(C) Public holidays - 250% of the hourly rate (plus any all-purpose allowance payable).

(ii) All time worked by a part-time employee which exceeds 10 hours per day, will be paid for at the following rates:

(A) Monday to Saturday - 150% of the hourly rate (plus any all purpose allowance payable) for the first two hours and 200% of the hourly rate (plus any all-purpose allowance payable) after two hours;

(B) Sunday - 200% of the hourly rate (plus any all-purpose allowance payable); and

(C) Public holidays - 250% of the hourly rate (plus any all-purpose allowance payable).

(iii) All time worked in excess of a part-time employee's rostered hours on any one day (unless an agreement has been entered into under clause 10.3(c)), will be overtime and paid at the rates prescribed by 25.1(b)(i).

The below overtime conditions have been automated for Part Time employees in the Aged Care Managed Template:

25.1 (c) Casual employees

(i) A casual employee will be paid for all time worked in excess of 38 hours per week or 76 hours per fortnight at the following rates:

(A) Monday to Friday—187.5% of the hourly rate (plus any all-purpose allowance payable) for the first two hours and 250% of the hourly rate (plus any all-purpose allowance payable) after two hours;

(B) Saturday and Sunday—250% of the hourly rate (plus any all-purpose allowance payable); and

(C) Public holidays—312.5% of the hourly rate (plus any all-purpose allowance payable).

(ii) A casual employee will be paid the following rates for all time worked in excess of 10 hours per day:

(A) Monday to Saturday—187.5% of the hourly rate (plus any all-purpose allowance payable) for the first two hours and 250% of the hourly rate (plus any all-purpose allowance payable) after two hours;

(B) Sunday—250% of the hourly rate (plus any all-purpose allowance payable); and

(C) Public holidays—312.5% of the hourly rate (plus any all-purpose allowance payable).

The below overtime conditions have been automated for Casual employees in the Aged Care Managed Template:

📜 22.2 Span of hours

(a) The ordinary hours of work for a day worker will be worked between 6.00 am and 6.00 pm Monday to Friday.

The span of hours for a Day Worker is detailed in clause 22.2 Any hours worked outside of this span will incur overtime.

If a Day Worker works on Saturday or Sunday, all hours worked will incur overtime as this falls outside the span detailed in clause 22.2(a).

Please see the below example of overtime applying when an employee works outside the span of hours:

The maximum daily hours that can be worked varies for Full Time, Part Time and Casual employees.

The daily maximums for each employment stream have been set out in the table below:

If an employee works in excess of the prescribed ordinary hours, they will automatically incur overtime in the timesheet:

📜 22.1 Ordinary hours of work

The ordinary hours of work will be 38 hours per week, or an average of 38 hours per week worked over 76 hours per fortnight or 114 hours per 21 days or 152 hours per four week period, and will be worked either ...

Any hours worked in excess of an average of 38 hours per week will incur overtime.

Please see the example below where a Full Time employee has worked beyond 38 hours in a week:

📜 25.1 Overtime Rates

(a) Full-time employees

(i) A full-time employee will be paid the following for all work done in addition to their rostered ordinary hours on any day...

(b) Part-time employees

...

(iii) All time worked in excess of a part-time employee’s rostered hours on any one day (unless an agreement has been entered into under clause 10.3(c)), will be overtime and paid at the rates prescribed by clause 25.1(b)(i).

When a Full Time or Part Time employee works outside of their roster, they will automatically incur overtime:

📜 25.1 Overtime rates

(d) Rest period after overtime

(i) An employee, other than a casual, who works so much overtime between the termination of their ordinary work on any day or shift and the commencement of their ordinary work on the next day or shift, that they have not had at least 10 consecutive hours off duty between those times, will be released after completion of such overtime until they have had 10 consecutive hours off duty without loss of pay for rostered ordinary hours occurring during such absence.

(ii) If on the instructions of the employer, such an employee resumes or continues work without having had 10 consecutive hours off duty, they will be paid at the rate of 200% of the hourly rate (plus any all-purpose allowance payable) until they are released from duty for such rest period and they will then be entitled to be absent until they have had 10 consecutive hours off duty without loss of pay for rostered ordinary hours occurring during such absence.

If an employee does not receive a 10 hour break between shifts after working overtime, the second shift will be treated as overtime until they are released from duty:

22.1 Ordinary hours of work

The ordinary hours of work will be 38 hours per week, or an average of 38 hours per week worked over 76 hours per fortnight or 114 hours per 21 days or 152 hours per four week period, and will be worked either:

(a) in a period of 28 calendar days of not more than 20 work days in a roster cycle;

If a Full Time or Part Time employee works more than 20 days in a 28 day period, they will automatically incur overtime in the timesheet.

If an employee works the following over 4 timesheet weeks:

Week 1 → 3 Days

Week 2 → 7 Days

Week 3 → 7 Days

Week 4 → 7 Days

Total number of days worked = 24.

Based on the above days worked, the employee will incur overtime after the 20th day is worked in week 4. Overtime for working 20+ days in 28 day period will continue to apply until the end of the 28 day period.

📜 15.2. Clothing and Equipment

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(b) Instead of the provision of such uniforms, the employer may, by agreement with the employee, pay such employee a uniform allowance at the rate of $1.23 per shift or part thereof on duty or $6.24 per week, whichever is the lesser amount. Where such employee’s uniforms are not laundered by or at the expense of the employer, the employee will be paid a laundry allowance of $0.32 per shift or part thereof on duty or $1.49 per week, whichever is the lesser amount.

Tanda has automated the Laundry Allowance. For the Laundry Allowance to apply in the timesheet you will need to add the 'Laundry Allowance' tag to the employee profile:

Once the tag has been added to the employee profile, the allowance will automatically populate in the Timesheet:

📜 15.2. Clothing and Equipment

...

(b) Instead of the provision of such uniforms, the employer may, by agreement with the employee, pay such employee a uniform allowance at the rate of $1.23 per shift or part thereof on duty or $6.24 per week, whichever is the lesser amount. Where such employee’s uniforms are not laundered by or at the expense of the employer, the employee will be paid a laundry allowance of $0.32 per shift or part thereof on duty or $1.49 per week, whichever is the lesser amount.

Tanda has automated the payment of the Uniform allowance. For the Uniform Allowance to apply in the timesheet you will need to add the 'Uniform Allowance' tag to the employee profile:

Once the 'Uniform Allowance' tag has been added to the employee profile, the allowance will automatically apply in the timesheet:

📜 15.3 Leading hand allowance

(a) A leading hand is an employee who is placed in charge of not less than two other employees of a substantially similar classification, but does not include any employee whose classification denotes supervisory responsibility.

(b) A leading hand will be paid a weekly allowance of the amount specified by the item number in accordance with the following scale:

(c) This allowance will be part of salary for all purposes of this award.

(d) An employee who works less than 38 hours per week will be entitled to the allowances prescribed by this clause in the same proportion as the average hours worked each week bears to 38 ordinary hours.

In order for the Leading Hand Allowances to automatically apply to an employee's timesheet you will need to add one of the below tags to the employee profile:

In the example below, the 'Leading Hands 2 - 5' tag has been added to the employee profile:

The allowance will then automatically apply to the employee's timesheet for every hour of work:

📜 15.5 Nauseous work allowance

(a) An allowance of 0.05% of the standard rate per hour or part thereof will be paid to an employee in any classification if they are engaged in handling linen of a nauseous nature other than linen sealed in airtight containers and/or for work which is of an unusually dirty or offensive nature having regard to the duty normally performed by such employee in such classification. Any employee who is entitled to be paid an allowance will be paid a minimum sum of 0.27% of the standard rate for work performed in any week.

The Nauseous Work Allowance has been configured to apply when the 'Nauseous Work' shift tag is added to a shift. For the 'Nauseous Work' tag to be available in the shift tag drop-down, you will need to add the tag to the employee profile:

Once the 'Nauseous Work' allowance has been added to the profile, the tag will be available to add to the timesheet via the shift tag drop-down:

When the 'Nauseous Work' tag is added to the timesheet, the allowance will apply to every hour and/or part of an hour worked:

The Nauseous Work Allowance can also be automated based on the team the employee works in.

To automate the application of the Nauseous Work Allowance by team, you will need to associate the 'Nauseous Work' tag to the applicable team(s) as required. For further details on how to do this, please see below:

First navigate to the teams page via Workforce > Teams.

Then select the team you wish to associate the 'Nauseous Work' tag with (e.g. Turndown) or create a new one:

Then navigate to the associated tags field in the team and add the 'Nauseous Work' tag:

Once the 'Nauseous Work' tag has been associated with the team, Nauseous Work Allowance will automatically apply to shifts worked in the team:

Alternatively, there is still the ability to add the Nauseous Work Allowance to the timesheet manually. For further details on the manual application of the Nauseous Work Allowance, please see here.

📜 15.6 Tool allowance

A tool allowance of $13.41 per week for the supply and maintenance of tools will be paid to chefs and cooks who are not provided with the necessary tools by the employer.

The Tool Allowance has been automated in the Aged Care Managed Template. There are two variations of the Tool Allowance available:

The Tool Allowance will automatically apply in the timesheet when the appropriate allowance tag has been saved to the employee profile and will applie as set out in the table below:

For the allowances listed above to automatically apply to a timesheet, you will need to add the relevant allowance to the employee profile:

Once the 'Tool Allowance' tag has been saved to the profile, the allowance will automatically apply to the first worked shift of the week: