You can sync your PIA Managed Template to populate all the below listed updates now by navigating to Time & Attendance > Compliance > clicking the + icon next to Award Template:

Then click the Update Award button next to the General Retail Industry Award in your list of Active Awards:

You will then be prompted to confirm that you would like to update the Managed Template:

Once OK is clicked, the improvements to the PIA Managed Template will just take a few minutes to populate in your account.

Once the update is complete, you will be taken to the PIA Manage Template settings page, which will show that your template is up to date as of the day that you enabled the improvements:

Please see below for all the key details on the improvements.

Overtime in the Pharmacy Industry Award is paid at the below rates:

📜 21.4 Payment of overtime

(a) An employer must pay an employee for all overtime worked as prescribed in clause 21.2 and 21.3 the overtime rate specified in column 2 of Table 5—Overtime rates in accordance with when the overtime was worked as specified in column 1 of that table.

(b) The overtime rate specified in column 2 of Table 5—Overtime rates must be applied to the applicable minimum hourly rate for the employee classification in accordance with clause 16—Minimum rates.

Table 5—Overtime rates

Historically, overtime payments in Pharmacy Industry Award Managed Template have reset daily. This means that overtime paid Monday to Saturday would pay at the first 2 hours rate of 150% each day.

For example, in the below timesheet the employee has gone into overtime on Thursday for working more than 6 consecutive days. Historically, the 'first two hours' rate has applied for two hours on Thursday and two hours on Friday.

Thursday overtime application:

Friday overtime application:

In Tanda, we have now automated the ability to reset the payment of overtime rates on a weekly basis per clause 21.4 of the PIA.

This is how the overtime rates will now apply via the PIA Managed Template:

The application of the 'after 2 hours' overtime rate will reset the following week on Monday with the 'first 2 hours' rate applying for the first two hours of overtime.

Clause 21.2(b) of the PIA states that overtime is to be paid for any hours worked non-continuously:

📜 21.2 Application of overtime

An employer must pay an employee at the overtime rate, as specified in clause 21.4, for any hours worked at the direction of the employer:

...

(c) that are not continuous, except for rest breaks and meal breaks to which the employee is entitled under clause 15—Breaks...

If multiple shifts are worked in a day with a break between shifts of more than 60 minutes, this will be classified as non-continuous work in Tanda.

The PIA Managed Template now has automated award rules to pay overtime when a full time or part time employee works non-continuously.

For example, the below full time employee had a two hour gap between shifts. This is longer than the maximum unpaid meal break length of 60 minutes, resulting in the second shift not being continuous with the first shift. Overtime has applied to the entirety of the second shift:

If the two shifts are separated by the standard unpaid meal break length under the Award, the shifts will be seen as continuous and no overtime will apply:

This overtime condition has been automated for full time, part time and casual employees.

Clauses 14.1(a) and 21.2(e) of the PIA outlines that full time and part time employees are to be paid overtime when they do not have consecutive days off in a week or three consecutive days off in a 2 two weeks:

📜 21.2 Application of overtime

An employer must pay an employee at the overtime rate, as specified in clause 21.4, for any hours worked at the direction of the employer:

...

(e) outside the rostering arrangements specified in clause 14—Rostering arrangements—full-time and part-time employees.

📜 14. Rostering arrangements—full-time and part-time employees

14.1 The following rostering arrangements apply to full-time and part-time employees:

(a) employees must be rostered to work ordinary hours in such a way that they have:

(i) 2 consecutive days off each week; or

(ii) 3 consecutive days off over 2 consecutive week...

This condition is of the PIA is now automated. If the employee does not receive the required consecutive days off overtime will automatically apply in the timesheet.

For example, in the below timesheet the employee did not have 2 consecutive days off in the first week:

The employee also does not have three consecutive days off scheduled in the second week. This has resulted in overtime applying to Friday and Saturday.

In combination with the day off on Sunday, this makes for three consecutive days off:

Clauses 14.1(b), 14.1(c) and 21.2(e) of the PIA outline that full time and part time employees are to be paid overtime when they work 6 days in one week and then more than 4 days in the following week:

📜 21.2 Application of overtime

An employer must pay an employee at the overtime rate, as specified in clause 21.4, for any hours worked at the direction of the employer:

...

(e) outside the rostering arrangements specified in clause 14—Rostering arrangements—full-time and part-time employees.

📜 14. Rostering arrangements—full-time and part-time employees

14.1 The following rostering arrangements apply to full-time and part-time employees:

(b) employees must not be rostered to work ordinary hours on more than 5 days in a week;

(c) despite clause 14.1(b), employees may be rostered to work ordinary hours on 6 days one week if they are rostered to work ordinary hours on no more than 4 days the following week...

The employee can be rostered to work 6 days one week as long as they only work 4 days the following week. If the employee works more than 4 days the following week overtime will automatically apply in the timesheet.

For example, in the below timesheets the employee worked 6 days in the first week and then 5 days in the second week. This resulted overtime applying from the 5th day in the second week onwards:

Week one:

Week two:

Clauses 14.1(d) and 21.2(e) of the PIA outline that full time and part time employees are to be paid overtime when they work more than 6 consecutive days:

📜 21.2 Application of overtime

An employer must pay an employee at the overtime rate, as specified in clause 21.4, for any hours worked at the direction of the employer:

...

(e) outside the rostering arrangements specified in clause 14—Rostering arrangements—full-time and part-time employees.

📜 14. Rostering arrangements—full-time and part-time employees

14.1 The following rostering arrangements apply to full-time and part-time employees:

(d) employees must not be rostered to work (whether ordinary hours or overtime) on more than 6 consecutive days...

This condition of the PIA is now automated. This overtime condition will apply from the 7th consecutive day until the employee has a break between shifts.

In the below example, the employee worked 8 consecutive days. The overtime applies to the 7th and 8th days worked and then ceases to apply due to the day off on day 9:

Clauses 14.1(e) and 21.2(e) of the PIA outline that full time and part time employees are to be paid overtime when they work more than 3 Sundays in a row:

📜 21.2 Application of overtime

An employer must pay an employee at the overtime rate, as specified in clause 21.4, for any hours worked at the direction of the employer:

...

(e) outside the rostering arrangements specified in clause 14—Rostering arrangements—full-time and part-time employees.

📜 14. Rostering arrangements—full-time and part-time employees

14.1 The following rostering arrangements apply to full-time and part-time employees:

(e) employees rostered to work (whether ordinary hours or overtime) on 3 Sundays in a 4 week cycle must be rostered to have 3 consecutive days off in that 4 week cycle, including a Saturday and Sunday.

If an employee works 3 Sundays in a row and does not receive the following Sunday off in conjunction with two other consecutive days, including Saturday and Sunday, overtime will automatically apply.

In the below timesheet the overtime has applied to Friday, Saturday and Sunday to make three consecutive days off including Sunday:

Clause 14.4 of the PIA allows for a full time or part time employee to request a different rostering arrangement than what has been set out under clause 14.1:

📜 14.3 At the written request of the employee, the employer and the employee may agree to rostering arrangements that are different to those in clause 14.

📜 14.4 Different arrangements agreed under clause 14.3 must be recorded in the time and wages record.

📜 14.5 The employee may end an agreement under clause 14.3 at any time by giving the employer 4 weeks’ notice unless the agreement was made under clause 10.4 (Part‑time employees).

There are tags available in the PIA Managed Template to facilitate these arrangements and record the agreement in the time and wages record.

The tags will disable overtime conditions for an individual employee so that the agreed different arrangements can be facilitated.

These tags are listed below:

To apply the tag to a particular employee navigate to Workforce > Staff > (Employee Name) > Pay Conditions > Edit current pay conditions > select the start date for this contract change > in the Allowances/ Penalties field search for the applicable shift tag > > Save Contract Changes:

Before the application of the tag to the employee profile:

After the application of the tag to the employee profile:

Part time employees under the PIA are to be paid overtime for working outside their agreed hours of work:

📜 21.3 An employer must pay a part-time employee at the overtime rate for each hour worked in excess of the number of hours that the employee has agreed to work under clauses 10.4 and 10.12 (Part-time employees).

📜 10.4 At the time of engaging a part-time employee, the employer must agree in writing with the employee to all of the following:

(a) the number of hours to be worked each day; and

(b) the days of the week on which the employee will work; and

(c) the times at which the employee will start and finish work each day; and

(d) when meal breaks may be taken and their duration.

In Tanda, we have functionality to record, manage and pay overtime based on a part time employee's agreed hours of work. Please see below for further information.

Part time employees can agree to work additional hours after working their agreed regular hours of work at casual terms:

📜 10.12 A part-time employee who has worked on any day the number of hours agreed under clause 10.4 may agree to work additional hours on that day on the terms applicable to a casual employee. An agreement to work additional hours must be in writing.

​📜 10.13 However, the total number of hours agreed under clause 10.4 and 10.12 must not exceed the maximum daily hours specified in clause 13.3 (Ordinary hours of work) or full-time employment hours specified in clause 9— Full-time employees.

In Tanda, this agreement is facilitated via the shift tag Accepted Variation Casual Terms Agreed.

To capture this agreement and apply this shift tag, it first needs to be saved to the employee profile by navigating to Workforce > Staff > (Employee Name) > Pay Conditions > Edit current pay conditions > select the start date for this contract change > in the Allowances/ Penalties field search for Accepted Shift Variation shift tag > > Save Contract Changes:

Once saved to the employee profile, it can now be applied in the timesheet for hours worked in excess of the agreed hours for the day.

Please see the below example where the employee has agreed to work an extra 90 minutes at the end of their regular finishing time:

Before the application of the shift tag:

After the application of the shift tag:

When an employee has an agreement with their employer that overtime worked can be accrued as time off equivalent to the amount for which payment would otherwise have been made, they are agreeing to Time Off In Lieu (TOIL).

The PIA Managed now contains TOIL conditions that can be applied instead of automatic conditions per clause 21.5:

📜 21.5 Time off instead of payment for overtime

(a) An employee and employer may agree in writing to the employee taking time off instead of being paid for a particular amount of overtime that has been worked by the employee.

(b) The period of time off that an employee is entitled to take is equivalent to the overtime payment that would have been made.

To categorise time worked as TOIL in Tanda, the shift must be tagged as TOIL so that time off is accrued instead of overtime rates being paid.

The overtime hours that have had a TOIL tag applied to them will no longer cost in the timesheet.

Please see the below example of the application of the TOIL shift tag for a Full Time employee that has worked in excess of their rostered hours:

Before the application of a TOIL shift tag:

After the application of the TOIL shift tag: