Using this guide:

Firstly you will need to enable the HIGA Managed Template in your account. To do this go to Compliance > Award Template > Apply Template.

Select the relevant payroll system. Scroll down the page to Apply an Award then click Enable on the award template you would like to apply to your account.

Once the award template has been enabled you have the option add staff to the award via the + Add Staff to Award button or via the below outlined process.

For further information on how to configure the settings in your account including automatic breaks and public holidays please see the article Configuring Settings.

To add an employee’s classification and pay grade, go to Workforce > Staff > (Employee Name) > Payroll. Under ‘Industry Award’, select the award applicable to the employee, as below:

A series of tags have been created to suit each employee. These are:

Please see the below example of an employee configured to be a Casual paid at the Casino Level 2 base rate:

For further information on configuring salaried staff specifically please see the Salaried Staff article.

📜 Clause 11.1 An employer must pay a casual employee for each hour worked a loading of 25% in addition to the ordinary hourly rate.

Under the Hospitality Award casuals are entitled to a loaded rate at the multiplier of 1.25x. Casual loading in Tanda is applied using the multiplier method.

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

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

The Hospitality Award outlines that a Part Time employee is to be paid a minimum of 8 hours a week and that they are to have agreed guaranteed hours.

📜 10.2 Definition of part-time employee

A part-time employee is an employee who:

(a) is engaged to work at least 8 and fewer than 38 ordinary hours per week

📜 10.4 Setting guaranteed hours and availability

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

(a) the number of hours of work which is guaranteed to be provided and paid to the employee each week or, where the employer operates a roster, the number of hours of work which is guaranteed to be provided and paid to the employee over the roster cycle (the guaranteed hours)

The minimum hours can be set in the Employee Profile in Tanda to assist in reminding managers when rostering of the obligations to provide minimum hours. To do this navigate to Workforce > Staff > (Employee Name) > Payroll > Regular Hours > Click 'Edit regular hours' button.

NOTE : The minimum hours functionality considers a weekly time period, but may still be useful as a reminder when using a roster period longer than a week.

Managers are then alerted on the roster if the guaranteed hours are not met:

For more information on setting up regular hours of work for Part Time employees please see Configure employee contract hours (regular hours of work).

For information on varying the contract hours for Part Time employees please see Have employees mutually agree to variations from their contract hours.

For information on unavailability in Tanda please see Get Started: Submit or Action Time off.

📜 12.4 An employer must pay an apprentice in accordance with clause 19—Apprentice rates.

Each time an apprentice progresses into the next stage of their career you will need to update their employment tag within their profile in Tanda. This is because Tanda does not automatically increase wages based on time periods.

For example, an apprentice that started on the 'Cooking Apprentice First Year' pay classification in their first year of work will need to be changed to the 'Cooking Apprentice Second Year' pay classification when they commence the second year of their apprenticeship.

If employees are paid a base rate higher than the Award Rate, enter the employee's base rate in the highlighted field below. This will override the rate in the system, and penalty rates and overtime will be calculated from this new rate.

Please see the below example:

For further information please see the Pay Above Template article.

📜 13. Junior employees

13.1 An employer may engage junior employees.

13.2 An employer must pay a junior employee in accordance with 18.4—Junior rates.

13.3 An employer must not require an employee under 18 years of age to work more than 10 hours in a shift.

13.4 Where the law permits, junior employees may work in a bar or other place where liquor is sold or dispensed.

Please see the below details on how Tanda assists with the management of junior employees per clause 13 of the Award.

📜 22. Higher Duties

Under the Hospitality Award an employer is required to pay an employee who performs duties of a higher classification at the higher classification rate.

If the employee performs higher duties for more than two hours they are entitled to be paid the higher classification for the entire day and if less than two hours they are entitled to be paid the higher classification for the hours worked.

There are two options for configuring and applying higher duties in Tanda:

To learn how to set up higher duties for the Hospitality Award please see Automatically Pay Employees a Higher Rate When Working in Another Team.

📜 24.2 Annualised wage instead of award provisions

Clause 24.2 of the Hospitality Award prescribes outer limits for overtime and penalty rates that apply to employees with annualised wage arrangements.

Specifically, clause 24.2(b) details that an employee must not be required to work more than an average of 18 ordinary hours that would attract a penalty rate or more than 12 overtime hours per week.

For more information on how to manage Outer Limits in Tanda please see here.

📜 15.5(c) The employer must post the roster in a conspicuous place that is easily accessible by the employees.

Rosters can be printed by managers to be displayed in the workplace. To ensure rosters are as accessible as practical, rosters can be published by the below options:

📜 15.5 (d) The roster of an employee may be changed at any time by the employer and employee by mutual agreement or by the employer giving the employee 7 days’ notice of the change.

In Tanda the shift acknowledgement feature can be used as a record that confirms an employee's agreement to a change.

For more information please see Allow employees to acknowledge their worked hours.

📜 15.5 (e) An employee must have a minimum break of 10 hours between when the employee finishes ordinary hours on one day and starts ordinary hours on the next and a minimum break of 8 hours for a changeover of rosters.

To flag a warning to managers when rostering, use the minimum hours between shifts roster validation rule.

For more information on rostering in Tanda please see Get Started: Rosters.

Under HIGA an employee is entitled to certain unpaid meal breaks and paid rest breaks per the below:

📜 16.2 Frequency of breaks

An employee who works the number of hours in any one shift specified in column 1 of Table 2—Entitlements to meal and rest break(s) is entitled to a break or breaks as specified in column 2.

📜 Table 2—Entitlements to meal and rest break(s)

When you enable the Tanda HIGA Managed Template you will also enable the HIGA automatic break template. The automatic break template will populate break for any staff under this award per the above table.

The HIGA break template can be viewed via Settings > Break Settings:

Using this break template will assist in automating the rostering of breaks under Clause 16.3 of the Award:

📜 16.3 When the employer rosters an employee’s breaks, they must make all reasonable efforts to ensure that breaks are spread evenly across the employee’s shift.

For further information on automatic breaks, please see the Setting up and managing automatic breaks article in the Tanda Help Centre.

For further information on the missed meal break penalty under Clause 16.6 of the Award please the Penalty Periods section of this article.

Once the employee classification has been set up, the rules applicable to that worker will now apply on the employee’s Timesheet when a shift is worked. So, for example, an 9:00am to 5:00pm shift on a Monday will demonstrate the ordinary hours worked on this day for a Full Time employee as per below:

The same will occur if an overtime or penalty rate applies. For example, the below shows that when a Casual employee works 12+ hours in a day. A rate of 1.50x will apply for the first 2 hours of overtime and a rate of 2.00x will apply thereafter:

Some examples of the penalties and overtime rules that are applicable under the Hospitality Award are:

📜 Weeknights:

29.2 An employer must pay an employee as follows for hours worked by the employee during a period, or on a day, specified in column 1 of Table 14—Penalty rates:

(a) for a full-time or part-time employee, at the percentage specified in column 2 of that Table of the ordinary hourly rate of the employee under Table 3—Minimum rates plus the additional amount specified in that column for hours worked between 7.00 pm and 7.00 am on a Monday to Friday; or

(b) for a casual employee, at the percentage specified in column 3 of that Table of the ordinary hourly rate of the employee under Table 3—Minimum rates plus the additional amount specified in that column for hours worked between 7.00 pm and 7.00 am on a Monday to Friday.

Table 14—Penalty rates

Tanda will automatically apply the weeknight penalties to the timesheet when the employee works ordinary hours in the form of allowances. Please see the below examples.

Monday to Friday - 7.00pm to Midnight:

Monday to Friday - Midnight to 7.00am:

Weekend and Public Holiday Work:

📜 29.2 An employer must pay an employee as follows for hours worked by the employee during a period, or on a day, specified in column 1 of Table 14—Penalty rates:

Table 14—Penalty rates

Tanda will automatically apply the weekend and public holiday penalties to the timesheet when they are applicable.

For example, please see the Saturday ordinary hours penalty rate applying for a Full Time employee below:

Missed Meal Breaks:

📜 16.6 If an employee is not allowed to take an unpaid meal break in accordance with clause 16.2 during a shift of more than 6 hours, the employer must pay the employee 50% of the employee’s ordinary hourly rate extra from the end of 6 hours after starting work until either the employee is allowed to take the break or the shift ends.

This is a cumulative penalty that will apply in addition to any other penalties that are applicable when a meal break is taken early, late or not at all.

Please see the below example of the missed meal break rules applying when the required break is taken late:

Please see the below example of the missed meal break rules applying when the required break is not taken:

The overtime rates applicable under this Award are outlined by clause 28.4:

📜 28.4 Overtime rate

The overtime rate mentioned in clause 28.2 is the relevant percentage specified in column 2 of Table 13—Overtime rates (depending on when the overtime was worked as specified in column 1) of the employee’s ordinary hourly rate.

The overtime conditions for Full Time employees are based on Clause 28.2 and 15.1:

📜 28.2 Payment of overtime

(a) An employer must pay a full-time employee at the overtime rate for any time worked in excess of their ordinary hours.

📜 15. Ordinary hours of work and rostering arrangements

15.1 Full-time employees

(a) The employer and a full-time employee must agree on the arrangement for working the average of 38 ordinary hours per week required for full-time employment.

(b) The average of 38 hours per week ...

(c) The arrangement agreed must adopt one of the options mentioned in clause 15.1(b) and must satisfy the following conditions:

The below overtime conditions have an automatic application in Tanda for Full Time employees:

The below overtime condition has a manual application in Tanda:

For further details on how to apply the above overtime conditions please the List of Award Tags section of this article.

Overtime conditions for Part Time employees are based on the below clauses:

📜 28.2 Payment of overtime

(b) An employer must pay a part-time employee at overtime rates in the circumstances specified in clause 10.13—Payment rates.

📜 10.13 Payment rates

(a) An employer must pay a part-time employee for ordinary hours worked in accordance with clause 18—Minimum rates.

(b) An employer must pay a part-time employee at the rates prescribed in clause 28.4—Overtime rate for all time worked in excess of:

The below overtime conditions have an automatic application in Tanda for Part Time employees:

The below overtime condition has a manual application in Tanda:

For further details on how to apply this overtime condition please the List of Award Tags section of this article.

Overtime conditions for Casual employees are based on the below:

📜 11. Casual employees

11.4 An employer must pay a casual employee at the rates prescribed in clause 28.4—Overtime rate for all time worked in excess of the hours prescribed in clause 11.2.

📜 11.2 A casual employee must be engaged to work:

(a) a maximum of 12 hours per day or per shift; or

(b) a maximum of 38 hours per week or, if the casual employee works in accordance with a roster, an average of 38 hours per week over the roster cycle (which may not exceed 4 weeks).

The below overtime conditions have an automatic application in Tanda for Casual employees:

The HIGA Managed Template contains automated working on a rostered day off (RDO) overtime rules per Clause 28.2 and Table 13 of the Award:

📜 28.2 Payment of overtime

....

(d) An employer must pay a full-time or part-time employee at the overtime rate for any time that the employee is required to work on a rostered day off or an accrued day off.

(e) When a full-time or part-time employee works overtime on a rostered day off or an accrued day off the employee must be paid for a minimum of 4 hours even if they work for less than 4 hours.

📜 Table 13—Overtime rates

Overtime for working on a RDO will automatically apply in the timesheet when a shift has been categorised as 'Rostered Day Off' and the employee subsequently works on this day.

To categorised a shift as a 'Rostered Day Off' go to 'Rosters' in Tanda and view the roster via the 'Staff View' drop down on the roster viewing menu:

Select the day that is the RDO and click the 'Roster Day Off' button:

The day will now be marked as a rostered day off in the roster:

If the employee then subsequently works on this day the 'Working on RDO' overtime rules will automatically apply to the time worked:

If the time worked on the RDO is less than 4 hours as required under Clause 28.2(e) then a minimum engagement will also automatically apply in the timesheet if required:

Under the Hospitality Award Full Time, Part Time and Casual employees are entitled to minimum engagement periods per the below clauses:

📜 15.1(c)(i) the minimum number of ordinary hours that may be worked on any day is 6 (excluding meal breaks)

This minimum engagement will automatically buffer on the timesheet if a shorter period is worked. Please see the below example of a Full Time employee who only worked 3 hours on a weekday:

For a Full Time employee the minimum engagement is to apply at the end of the work day if the total number of hours across all shifts is under 6 hours.

For example, the total time worked across the below split shifts is under 6 hours so the minimum engagement rule will buffer at the end of the last shift:

📜 15.2(a) the minimum number of ordinary hours that may be worked on any day is 3 (excluding meal breaks)

The Part Time minimum engagement will apply automatically if the total number of hours worked across the day is under 3:

📜 11.3 A casual employee must be engaged and paid for at least 2 consecutive hours of work on each occasion they are required to attend work.

The casual minimum engagement rules will buffer a timesheet to 2 hours for each shift that is under the required length.

For example, the minimum engagement rule will apply on the first and third shift below as both shifts are under 2 hours:

📜 29.4 Additional provisions for work on public holidays

(a) A full-time or part-time employee who works on a public holiday will be paid for a minimum of 4 hours’ work even if the employee works for a shorter time.

(b) A casual employee who works on a public holiday will be paid for a minimum of 2 hours’ work even if the employee works for a shorter time.

The public holiday minimum engagements will automatically apply if the time worked is under the stipulated shift length.

In Tanda award tags are applied to a timesheet in order to apply a manual overtime rule or override an automatic overtime rule.

Under the HIGA Managed Template the available shift tags are:

For more information on how to apply award tags to several employees at once please see Bulk Categorised Staff.

To use shift tags you must first ensure the tag has been saved to the employee’s profile.

To do this, go to Workforce > Staff > (Employee Name) > Payroll > Under Additional Tags select the appropriate shift tag.

Please see the below example where the 'Overnight Stay' shift tag has been added to the employee profile:

To show these shift tags on the Timesheets, you will need to have Award Tags turned on. This will give you a second drop-box on the timesheet through which the shift tag can be selected and applied.

To set this up, navigate to Settings > Timesheets > Show Advanced Settings > select the tick box next Show an extra dropdown to adjust shift cost (Award Tag), as follows:

Now you should see the shift tags added to the profile as a drop down option next to the timesheet, as shown below:

📜 28.5 Time off instead of payment for overtime

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). When looking in the timesheet, the shift must be tagged as ‘TOIL’ so that time off is accrued instead of overtime being paid out.

This is done the same way as a shift tag. Please see the below example:

Before application of a TOIL shift tag:

After application of a TOIL shift tag:

However, any of the overtime conditions that need to be shift tagged (as described in ‘Shift Tags’ above) will need to have their own TOIL rule selected. This process is exactly the same as above, except the tag ending in ‘- TOIL’ should be selected instead.

The TOIL tags for this Award are:

Allowances pursuant to the Hospitality Award have been built into the Tanda Managed Template. These are divided into two key types - Automatic Allowances and Manual Allowances.

An automatic allowance will apply to the timesheet without any manual application. The automatic allowances available are:

The Weekday Penalties allowances will automatically pull through to the timesheet if the time conditions of the allowances are met per Clause 29.2:

📜 29.2 An employer must pay an employee as follows for hours worked by the employee during a period, or on a day, specified in column 1 of Table 14—Penalty rates:

(a) for a full-time or part-time employee, at the percentage specified in column 2 of that Table of the ordinary hourly rate of the employee under Table 3—Minimum rates plus the additional amount specified in that column for hours worked between 7.00 pm and 7.00 am on a Monday to Friday; or

(b) for a casual employee, at the percentage specified in column 3 of that Table of the ordinary hourly rate of the employee under Table 3—Minimum rates plus the additional amount specified in that column for hours worked between 7.00 pm and 7.00 am on a Monday to Friday.

For more information on the weeknight penalties please see the Penalty Periods section of this article.

The Split Shift Allowances will automatically apply in the timesheet if the gap between shifts is per clause 26.14(b)(i) or 26.14(b)(ii):

📜 26.14 Split shift allowance

(a) Clause 26.14 applies to any full-time or part-time employee who works split shifts on any day.

(b) The employer must pay the employee an allowance of:

(i) $3.10 per day where the period between shifts is between 2 and 3 hours; and

(ii) $4.70 per day where the period between shifts is more than 3 hours.

Period Between Shifts Between 2 to 3 Hours:

Period Between Shifts More Than 3 Hours:

For the other automatic allowances listed above to automatically apply to an employee’s timesheet you will need to add the allowance to their ‘Profile’.

To do this, go to Workforce > Staff > (Employee Name) > Payroll. Under ‘Additional tags’ search for the relevant allowance, for example ‘First Aid Allowance’ for a Full Time employee and add this to the employee’s profile. Then click ‘Update Employee Details’.

The allowance will then automatically apply to the employee’s timesheet when applicable.

Please see the below example:

Some allowances will not apply unless specifically added to the timesheet.

These allowances are set up to be manual as it is not predictable when these allowances would be applicable. The manual allowances under the award are:

To apply an allowance, go to the relevant employee’s timesheet and click on the blue ‘+ Add’ button under the start and finish times as shown below:

Then, from the dropdown, select the manual allowance you wish to apply.

Please note that any applicable automatic allowances will appear in the drop down however they cannot be edited.

Enter the number of units you wish to apply, then press the green ‘Save Allowances’ button to apply it to the timesheet. Tanda will calculate the total cost of the allowance for you.

Once saved, the allowance will now apply to the day’s timesheet.

Repeat this process for each day and instance that a manual allowance is needed.

For further details on utilising allowances and shift tags please see Applying Allowances and Shift Tags to Timesheets.

If you have any questions regarding the above including how to implement this Managed Template, please contact our support team via live chat or email (support@tanda.co).

For further details on HIGA please see Hospitality Industry (General) Award 2020 on the Fair Work Ombudsman website.