In Tanda, there are four Managed Templates available that can be enabled to pay staff under the SCHADS Award. The SCHADS Managed Templates are based on the four separate sectors of employment identified under the Award and the different payment entitlements available in each sector.

📜 4. Coverage

4.1 This industry award covers employers throughout Australia in the:

(a) crisis assistance and supported housing sector;

(b) social and community services sector;

(c) home care sector;

(d) family day care scheme sector

To utilise the SCHADS Managed Templates, you will first need to enable the Managed Template/s in your account.

To do this go to Time & Attendance > Compliance > Award Template > Apply Template:

Select the relevant payroll system if you have not already enabled an integration:

Under Apply an Award, navigate to SCHADS and select Enable on the Managed Template/s you'd like to enable.

Once the award template has been enabled you have the option to 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.

The Employment Type tag associates the pay conditions such as penalties and overtime to an employee.

An example of this tag is Full Time.

The Employment Types available in the Managed Template will populate in the Employment Type field in the employee profile:

The available employment types across the 4x SCHADS Managed Template are:

SCHADS Social and Community Services Stream

SCHADS Crisis Accommodation Stream

SCHADS Family Day Care Stream

SCHADS Home Care Stream

For more information on how the '(10 Hour Shift)' and 'Disability' employment types diverge from the general employment types, please see below:

The Classification/ Level tag will pay the employee their base rate. Penalties and overtime will be calculated off this rate.

An example of a classification tag is Level 1.

The classifications available in the Managed Template will populate under the Classification/Level field in the pay conditions:

The four employment streams within the SCHADS Award each have different base rate levels. Please see the below outline of the base rates available under each SCHADS Managed Template.

The above classifications facilitate the appropriate rates per the rounding details provided in the Fair Work Ombudsman Pay Guide for the SCHADS Award.

Please refer to the Salaried Staff article for more information specific to configuring salaried employees in Tanda.

If you pay above award, please see the //Paying Above Award section of this guide for more information.

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

For further information please see the Pay Above Template article.

Under the SCHADS Award, part time employees are to have an agreed regular pattern of work in place upon engagement per clause 10.3.

📜 10.3 Part-time employment

(c) Before commencing employment, the employer and employee will agree in writing on:

(i) a regular pattern of work including the number of ordinary hours to be worked each week (the guaranteed hours),and

(ii) the days of the week the employee will work and the starting and finishing times each day.

This agreed regular pattern of work can be configured and managed in Tanda. Please see below for further details.

📜 10.4 Casual employment

A casual employee will be paid per hour calculated at the rate of 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 the Monday to Friday pay rate with the base hourly rate showing the rate without the loading added. This is demonstrated in the below image:

Under the SCHADS Award, employer is required to pay a home care employee who performs duties of a higher classification at the higher classification rate.

📜 30. Higher duties

30.1 A home care employee engaged in any duties carrying a higher wage rate than the classification in which they are ordinarily employed in any one day or shift will be paid at the higher wage rate as follows:

(a) for two hours or less—the time so worked; or

(b) where the time so worked exceeds two hours—a full day or shift.

30.2 All other employees who are called upon to perform the duties of another employee in a higher classification under this award for a period of five consecutive working days or more will be paid for the period for which duties are assumed at a rate not less than the minimum rate prescribed for the classification applying to the employee so relieved.

Higher duties can be configured and managed in the Managed Template settings:

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.

The SCHADS Award stipulates requirements for full time and part time employees. See below for further details:

Full Time Employees

📜 10.2 Full-time employment

A full-time employee is one who is engaged to work 38 hours per week or an average of 38 hours per week.

Part Time Employees

📜 10.3 Part-time employment

...

(c) Before commencing employment, the employer and employee will agree in writing on:

(i) a regular pattern of work including the number of ordinary hours to be worked each week (the guaranteed hours), and ...

The Minimum Paid Hours feature in the SCHADS Managed Template/s can be utilised to manage the above requirements.

The Minimum Paid Hours functionality requires that the Contracted Weekly Hours field in the employee profile be populated:

📜 25.5 Rosters

(a)The ordinary hours of work for each employee will be displayed on a fortnightly roster in a place conveniently accessible to employees. The roster will be posted at least two weeks before the commencement of the roster period.

(b) Rostering arrangements and changes to rosters may be communicated by telephone, direct contact, mail, email, facsimile or any electronic means of communication.

(c) It is not obligatory for the employer to display any roster of the ordinary hours of work of casual or relieving staff.

To ensure rosters are as accessible as practical and employees are notified, rosters can be published to the below options:

📜 25.5 Rosters

...

(d) Change in roster

(i) Seven days’ notice will be given of a change in a roster.

(ii) However, a roster may be changed at any time:

(A) if the change is proposed by an employee to accommodate an agreed shift swap with another employee, subject to the agreement of the employer; or

(B) to enable the service of the organisation to be carried on where another employee is absent from duty on account of illness, or in an emergency.

(iii) This clause will not apply where the only change to the roster of a part-time employee is the mutually agreed addition of extra hours to be worked such that the part-time employee still has four rostered days off in that fortnight or eight rostered days off in a 28 day roster cycle, as the case may be.

The Shift Acknowledgement feature can be used to record an employee's agreement to a roster change in Tanda.

For further details on setting up your account to use Shift Acknowledgement, please see Have Employees Acknowledge Their Rostered Shifts.

📜 25.5 Rosters

...

(e) Where practicable, accrued days off (ADOs) will be displayed in the roster.

ADOs can be recorded in the roster as Rostered Days Off.

To categorise a shift as a 'Rostered Day Off' go to Rosters in Tanda.

Expand the drop-down and select Rostered Day Off:

The day will now be marked as a Rostered Day Off.

To roster a sleepover navigate to Time & Attendance > Rosters > set the roster to Staff View:

Hover over the applicable day and select the drop down on the + ADD SHIFT icon:

Then select Sleepover Schedule.

The Sleepover Schedule will automatically populate with the hours midnight to midnight. Update the the schedule with applicable sleepover hours like you would when editing a rostered shift:

The Sleepover Schedule can be applied to any of your existing Teams.

You can assign a team or change the team by clicking on the team icon on the schedule and selecting the relevant team from the drop down:

From here, you can then roster shifts before and/or after the Sleepover Schedule:

Additionally, sleepover schedules can be included in:

To roster an on call shift navigate to Time & Attendance > Rosters > set the roster to Staff View:

Hover over the applicable day and select the drop down on the + ADD SHIFT icon:

Then select On Call Schedule.

The On Call Schedule will automatically populate with the hours midnight to midnight. Update the the schedule with applicable on call hours like you would when editing a rostered shift:

The On Call Schedule can be utilised in any of your existing Teams. You can assign a team or change the team by clicking on the team icon on the schedule and selecting the relevant team from the drop down:

Once an On Call Schedule has been published, the relevant on call allowance will automatically apply in the timesheet. Please see the below example:

Additionally, on call periods can be included in:

📜 27.1 Meal breaks

(a) Each employee who works in excess of five hours will be entitled to an unpaid meal break of not less than 30 minutes and not more than 60 minutes duration, to be taken at a mutually agreed time after commencing work.

(b) Where an employee is required to work during a meal break and continuously thereafter, they will be paid overtime for all time worked until the meal break is taken.

(c) Where an employee is required by the employer to have a meal with a client or clients as part of the normal work routine or client program, they will be paid for the duration of the meal period at the ordinary rate of pay, and clause 27.1(a) does not apply. This paid meal period is to be counted as time worked.

📜 27.2 Tea breaks

(a) Every employee will be entitled to a paid 10 minute tea break in each four hours worked at a time to be agreed between the employer and employee.

(b) Tea breaks will count as time worked.

When you enable the SCHADS Managed Template/s, you will also enable the default break rules. The break rules will auto-populate breaks for any staff under the Managed Template.

The break rules configured for the SCHADS Managed Template/s can be viewed by navigating to Time & Attendance > Compliance > SCHADS Award > Breaks.

Per clause 27.1(b) an employee required to work during their meal break will be paid overtime for all time worked until the meal break is taken.

📜 21.7(c)

(b) Where an employee is required to work during a meal break and continuously thereafter, they will be paid overtime for all time worked until the meal break is taken.

If an employee has not taken a meal break in their shift, the tag Missed meal break can be added to the shift to apply the missed meal break penalty. The missed meal break penalty will apply from 5th hour of work.

For the shift tag Missed meal break to display in the timesheet, you will first need to set up your account to use shift tags and apply the tag to the employee profile. For further details please see the Award Template Tags section of this article.

📜 25.6 Broken Shifts

This clause only applies to social and community services employees when undertaking disability services work and home care employees.

(a) Broken shift with 1 unpaid break

(i) An employer may only roster an employee to work a broken shift of 2 periods of work with 1 unpaid break (other than a meal break).

(ii) An employee rostered to work a broken shift with 1 unpaid break must be paid the allowance in clause 20.12(a).

(b) Agreement to work a broken shift with 2 unpaid breaks

(i) Despite clause 25.6(a), an employer and an employee may agree that the employee will work a broken shift of 3 periods of work with 2 unpaid breaks (other than meal breaks).

(ii) An agreement under clause 25.6(b)(i) must be made before each occasion that the employee is to work a broken shift with 2 unpaid breaks unless the working of the 2 break broken shift is part of the agreed regular pattern of work in an agreement made under clause 10.3 or subsequently varied.

(iii) An employee who works a broken shift with 2 unpaid breaks must be paid the allowance in clause 20.12(b).

(c) Where a break in work falls within a minimum payment period in accordance with clause 10.5 then it is to be counted as time worked and does not constitute a break in a shift for the purposes of clause 25.6(a)(i) or clause 25.6(b)(i).

(d) Payment for a broken shift will be at ordinary pay with weekend, overtime and public holiday penalty rates to be paid in accordance with clauses 26—Saturday and Sunday work, 28—Overtime and penalty rates and 34—Public holidays.

(e) An employee must be paid the shift allowances in accordance with clause 29—Shiftwork in relation to work performed on a broken shift, provided that:

(i) The shift allowances are only payable in respect of periods of work in a broken shift that satisfy the definitions of afternoon shift, night shift and public holiday shift (as defined by clause 29.2 and in accordance with clause 25.6(e)(i)).

(ii) (The night shift allowance is not payable for work performed on a night shift that commences before 6.00 am.

(f) The span of hours for a broken shift is up to 12 hours. All work performed beyond a span of 12 hours will be paid at double time.

(g) An employee must receive a minimum break of 10 hours between broken shifts rostered on successive days.

Payment on a broken shift

To categorise a broken shift in the timesheet, the shift tag Broken Shift must be applied to the shift.

Payment on a broken shift will be at the applicable hourly rate for the day and time worked, including weekend, public holiday and shiftwork rates.

Working beyond a 12 hour spread on a broken shift

The employee will incur overtime on a broken shift if the time worked exceeds a 12 hour span per clause 25.6(f).

For the shift tag Broken shift to display in the timesheet, you will first need to set up your account to use shift tags and apply the tag to the employee profile. For further details please see the Award Template Tags section of this article.

Broken Shift Allowance

📜 20.12 Broken shift allowance

(a) An employee required to work a broken shift with 1 unpaid break in accordance with clause 25.6(a) will be paid an allowance of 1.7% ($20.82) of the standard rate, per broken shift.

(b) An employee who agrees to work a broken shift with 2 unpaid breaks in accordance with clause 25.6(b) will be paid an allowance of 2.25% ($27.56) of the standard rate, per broken shift.

If the employee is working a broken shift with 1 unpaid break, apply the allowance Broken Shift Allowance - 1 Break

If the employee is working a broken shift with 2 unpaid breaks, apply the allowance Broken Shift Allowance - 2 Breaks

The payment of the sleepover allowance and time worked during a sleepover is automated in the SCHADS Managed Template/s per clause 25.7.

📜 25.7 Sleepovers

(a) A sleepover means when an employer requires an employee to sleep overnight at premises where the client for whom the employee is responsible is located (including respite care) and is not a 24 hour care shift pursuant to clause 25.8 or an excursion pursuant to clause 25.9.

(b) The provisions of 25.5 apply for a sleepover. An employee may refuse a sleepover in the circumstances contemplated in 25.5(d)(i) but only with reasonable cause.

(c) The span for a sleepover will be a continuous period of 8 hours. Employees will be provided with a separate room with a bed and clean linen, the use of appropriate facilities (including access to food preparation facilities and staff facilities where these exist) and free board and lodging for each night when the employee sleeps over.

(d) The employee will be entitled to a sleepover allowance of 4.9% of the standard rate for each night on which they sleep over.

(e) In the event of the employee on sleepover being required to perform work during the sleepover period, the employee will be paid for the time worked at the prescribed overtime rate with a minimum payment as for one hour worked. Where such work exceeds one hour, payment will be made at the prescribed overtime rate for the duration of the work.

(f) An employer may roster an employee to perform work immediately before and/or immediately after the sleepover period, but must roster the employee or pay the employee for at least four hours’ work for at least one of these periods of work. The payment prescribed by 25.7(d) will be in addition to the minimum payment prescribed by this subclause.

The sleepover conditions are automated via the Sleepover Schedules feature.

Please see here for details on how to roster Sleepovers.

Please see below for the automated sleepover conditions in the SCHADS Managed Template/s:

📜 25.8 24 hour care

This clause only applies to home care employees.

(a) A 24-hour care shift requires an employee to be available for duty in a client’s home for a 24-hour period. During this period, the employee is required to provide the client with the services specified in the care plan. The employee is required to provide a total of no more than 8 hours of care during this period.

(b) An employer may only require an employee to work a 24-hour care shift by agreement.

(c) The employee will be afforded the opportunity to sleep for a continuous period of 8 hours during a 24-hour care shift and employees will be provided with a separate room with a bed and clean linen, the use of appropriate facilities (including access to food preparation facilities and staff facilities where these exist) and free board and lodging for each night when the employee sleeps over.

(d) The employee will be paid 8 hours’ work at 155% of their appropriate rate for each 24-hour period.

(e) If the employee is required to perform more than 8 hours’ work during a 24-hour care shift, that work shall be treated as overtime and paid at the rate of time and a half for the first 2 hours and double time thereafter, except on Sundays when overtime will be paid for at the rate of double time, and on public holidays at the rate of double time and a half. An employer and employee may utilise the TOIL arrangement in accordance with clause 28.2.

(f) An employee may refuse to work more than 8 hours’ work during a 24-hour care shift in circumstances where the requirement to work those additional hours is unreasonable.

To automate the 24 hour care conditions available in the SCHADS Home Care Managed Template, you will first need to configure a 24 hour care shift team.

To do this, navigate to Workforce > Teams > + Add new team

Populate the team name with 24 hour care shift and add the relevant staff under the staff field.

Home Care employees can then be rostered to work 24 hour care shifts per the below:

An employee will automatically be paid for 8 hours work at 155% per clause 25..8(d) when they work a shift in the 24 hour care team as shown below.

20.11 On call allowance

An employee required by the employer to be on call (i.e. available for recall to duty at the employer’s or client’s premises and/or for remote work) will be paid an allowance of:

(a) 2.0% of the standard rate ($24.50) for any 24-hour period or part thereof during the period from the time of finishing ordinary duty on Monday to the time of finishing ordinary duty on Friday; or

(b) 3.96% of the standard rate ($48.51) in respect of any other 24-hour period or part thereof, or any public holiday or part thereof.

The payment of the on call allowances and working during on call conditions have been automated in the SCHADS Managed Template/s.

The on call conditions are automated via the On Call Schedules feature.

Please see here for details on how to roster on call periods.

📜 25.9 Excursions

Where an employee agrees to supervise clients in excursion activities involving overnight stays from home, the following provisions will apply:

(a) Monday to Friday excursions

(i) Payment at the ordinary rate of pay for time worked between the hours of 8.00 am to 6.00 pm Monday to Friday up to a maximum of 10 hours per day.

(ii) The employer and employee may agree to accrual of time instead of overtime payment for all other hours.

(iii) Payment of sleepover allowance in accordance with the provision of clause 25.7.

(b) Weekend excursions

Where an employee involved in overnight excursion activities is required to work on a Saturday and/or Sunday, the days worked in the two week cycle, including that weekend, will not exceed 10 days.

Payment for excursions

To categorise a shift as an excursion the shift tag Excursion Shift must be applied to the timesheet.

Ordinary hours will be paid for hours worked between 8am - 6pm Monday to Friday, up to a maximum of 10 hours per day.

For the shift tag Excursion Shift to display in the timesheet, you will first need to set up your account to use shift tags and apply the tag to the employee profile. For further details please see the Award Template Tags section of this article.

📜 25.10 Remote Work

(a) This clause applies where an employee is required by their employer to perform remote work.

(b) For the For the purpose of this clause, remote work means the performance of work by an employee at the direction of, or with the authorisation of, their employer that is:

(i) not part of their ordinary hours of work rostered in accordance with clause 25.5 (or, in the case of casual employees, not a designated shift); and

(ii) not additional hours worked by a part-time employee under clause 28.1(b)(iii) or 10.3(e) or overtime contiguous with a rostered shift; and

(iii) not required to be performed at a designated workplace.

The remote work conditions have been automated in the SCHADS Managed Template/s.

The remote work conditions have been automated via Teams in Tanda.

Now, you do not need to have a team called 'Remote Work' in order to automate the application of the remote work conditions.

To configure existing teams as Remote Work teams, navigate to Time & Attendance > Compliance > click Manage next to the relevant SCHADS Managed Template:

Click Edit in the Manage Award Conditions box:

Navigate to the Teams for Remote Work drop down. In this drop down select the teams that should automate the payment of remote work conditions:

Then click Save.

The teams selected will now be listed in the Manage Award Conditions box:

When the employee is rostered in one of the configured Remote Work Teams, they will automatically be paid the remote work rates of pay. Please see below for further details.

📜 26. Saturday and Sunday work

26.1 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 150% of the ordinary rate of pay, and for ordinary hours worked between midnight on Saturday and midnight on Sunday at 200% of the ordinary rate of pay.

26.2 The rates in clause 26.1 are in substitution for and not cumulative upon the shift premiums prescribed in clause 29—Shiftwork and are not applicable to overtime worked on a Saturday and Sunday.

26.3 Casual employees will be paid the casual loading in clause 10.4 in addition to the Saturday and Sunday rates at clause 26.1.

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

(a) between midnight Friday and midnight Saturday – 175% of the ordinary rate of pay (inclusive of the casual loading); and

(b) between midnight Saturday and midnight Sunday – 225% of the ordinary rate of pay (inclusive of the casual loading).

Tanda will automatically apply the weekend penalties to ordinary hours worked on Saturday and Sunday based on the configuration of the employee.

See the below example of the Saturday penalty applying to a Full Time employee:

See the below example of the Saturday penalty applying to a Casual employee:

📜 34. Public Holidays

...

34.2 Payment for working on a public holiday

(a) An employee required to work on a public holiday will be paid double time and a half of their ordinary rate of pay for all time worked.

(b) Payments under this clause are instead of any additional rate for shift or weekend work which would otherwise be payable had the shift not been a public holiday.

(c) A casual employee will be paid the casual loading in clause 10.4 in addition to the public holiday penalty rate in clause 34.2(a).

(d) A casual employee will be paid 275% of the ordinary rate of pay for hours worked on public holidays (inclusive of the casual loading).

Tanda will automatically apply the applicable public holiday penalty on days that have been configured to be a public holiday:

For further information on configuring public holidays please see Configure public holidays regions.

📜 29. Shiftwork

29.1 Engagement in shiftwork

Where an employer wishes to engage an employee in shiftwork, the employer will advise the employee in writing, specifying the period over which the shift is ordinarily worked.

Under the SCHADS Award, there are additional penalty periods that apply specifically to employees engaged as shiftworkers.

In the SCHADS Managed Template/s the shift work penalties are configured to apply automatically when applicable.

See below for further details on the different penalty periods that apply:

In order for the above shift penalties to apply automatically in Tanda, the employee must be configured on one of the 'Shiftworker' employment types.

For further details on the available employment types please see here.

📜 28.1 Overtime rates

(a) Full-time employees

A full-time employee will be paid the following payments for all work done in addition to their rostered ordinary hours on any day and, in the case of day workers, for work done outside the span of hours under clause 25.2(a):

(i) disability services, home care and day care employees—for all authorised overtime on Monday to Saturday, payment will be made at the rate of time and a half for the first 2 hours and double time thereafter;

(ii) social and community services and crisis accommodation employees—for all authorised overtime on Monday to Saturday, payment will be made at the rate of time and a half for the first 3 hours and double time thereafter;

(iii) for all authorised overtime on a Sunday, payment will be made at the rate of double time;

(iv) for all authorised overtime on a public holiday, payment will be made at the rate of double time and a half; and

(v) overtime rates under this clause will be in substitution for, and not cumulative upon, the shift premiums prescribed in clause 29—Shiftwork, and Saturday and Sunday work premiums prescribed in clause 26—Saturday and Sunday work.

Automatic overtime will apply to full time employees for the conditions outlined below:

📜 28.1 Overtime rates

(b) Part-time employees and casual employees

(i) All time worked by part-time or casual employees in excess of 38 hours per week or 76 hours per fortnight will be paid for at the rate of time and a half for the first 2 hours and double time thereafter, except that on Sundays such overtime will be paid for at the rate of double time and on public holidays at the rate of double time and a half.

(ii) All time worked by part-time or casual employees which exceeds 10 hours per day, will be paid at the rate of time and a half for the first 2 hours and double time thereafter, except on Sundays when overtime will be paid for at the rate of double time, and on public holidays at the rate of double time and a half.

(iii) Time worked up to the hours prescribed in clause 28.1(b)(ii) will, subject to clause 28.1(b)(i), not be regarded as overtime and will be paid for at the ordinary rate of pay (including the casual loading in the case of casual employees).

(iv) All time worked outside the span of hours by part-time and casual day workers will be paid for at the rate of time and a half for the first two hours and double time thereafter, except that on Sundays such overtime will be paid for at the rate of double time and on public holidays at the rate of double time and a half.

(v) Overtime rates payable under clause 28.1(b) will be in substitution for and not cumulative upon the shift premiums prescribed in clause 29—Shiftwork and are not applicable to ordinary hours worked on a Saturday or Sunday.

Automatic overtime will apply to part time and casual employees fort the conditions outlined below:

The SCHADS Managed Template/s contain conditions that can be applied to facilitate time off instead of payment for overtime worked per clause 28.2.

📜 28.2 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) Any amount of overtime that has been worked by an employee in a particular pay period and that is to be taken as time off instead of the employee being paid for it must be the subject of a separate agreement under clause 28.2.

(c) The period of time off that an employee is entitled to take is the same as the number of overtime hours worked.

EXAMPLE: By making an agreement under clause 28.2 an employee who worked 2 overtime hours is entitled to 2 hours’ time off.

(d) Time off must be taken:

(i) within the period of 3 months after the overtime is worked; and

(ii) at a time or times within that period of 3 months agreed by the employee and employer.

(e) If the employee requests at any time, to be paid for overtime covered by an agreement under clause 28.2 but not taken as time off, the employer must pay the employee for the overtime, in the next pay period following the request, at the overtime rate applicable to the overtime when worked, based on the rates of pay applying at the time payment is made.

(f) If time off for overtime that has been worked is not taken within the period of 3 months mentioned in paragraph (d), the employer must pay the employee for the overtime, in the next pay period following those 3 months, at the overtime rate applicable to the overtime when worked, based on the rates of pay applying at the time payment is made.

...

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

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

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

Please see the below example of the application of the shift tag TOIL Agreed for a Full Time employee who has worked in excess of the maximum daily hours:

Before application of the TOIL Agreed tag

After application of the TOIL Agreed tag

For the shift tag TOIL Agreed to display in the timesheet, you will first need to set up your account to use shift tags and apply the tag to the employee profile. For further details please see the Award Template Tags section of this article.

To enable the Shift Tag setting, navigate to Settings > Timesheets > Show Advanced Settings > select the box next to Show an extra drop-down to adjust shift cost (Award Tag).

Once you have turned on. the setting, you will see the additional shift tags drop-down in the timesheet:

To use shift tags in an employee timesheet, you will first have to add the shift tag to the employee's profile.

To do this go to Time & Attendance > Staff > (Employee Name) > Pay Conditions > Edit Current Pay Conditions > under Additional Tags select the appropriate shift tag > click Confirm Changes.

In the below example, the TOIL Agreed tag has been added to the employee profile:

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

Once you have saved the relevant shift tags to the employee profile, they will become available to select from the shift tag drop-down in the timesheet:

An automatic allowance will apply to the timesheet without any manual application.

The automatic allowances available in the SCHADS Managed Template/s are:

* For further details on the operation of the On Call Allowance please see here.

** For further details on the operation of the Sleepover Allowance please see here.
​

For one of the above automatic allowances to apply to an employee's timesheet, you will need to add the applicable allowance tag to their pay conditions.

To do this, go to Workforce > Staff > (Employee Name) > Pay Conditions > Edit Current Pay Conditions

Under Allowances search for the applicable allowance tag, for example First Aid Attendant - Full Time

Once the applicable allowance tag has been saved to the profile, the allowance will automatically apply in the timesheet:

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

These allowances are set up to be manual in Tanda as it is not predictable when these allowances when these allowances would be applicable.

The manual allowances available in the SCHADS Managed Templates are:

To apply a manual allowance, go to the relevant employee's timesheet and click on the + Add Allowances button under the start and finish times as shown below:

Then from the drop-down, select the manual allowance you wish to apply.

Enter the number of units you wish to apply, then click the 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 apply to the day's timesheet:

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