You can sync your HIGA 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 Hospitality 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 HIGA Managed Template will just take a few minutes to populate in your account.

Once the update is complete, you will be taken to the HIGA 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.

Clause 10.4 of the HIGA states that when part tie employees are engaged they are to agree to guaranteed hours and their availability.

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); and

(b) the days of the week on which, and the hours on those days during which, the employee is available to work the guaranteed hours (the employee’s availability).

In Tanda, agreed availability is managed using the Unavailability Feature.

A part time employee can enter when they are unavailable in their Tanda app. Managers can review and approve this unavailability when submitted.

When rostering a part time employee, they cannot be rostered outside of their agreed availability:

10.7 ... a part-time employee:

(a) must not be rostered to work any hours outside the employee’s availability...

The payment of overtime for when an employee works outside their availability has now been automated.

For example, the below employee has a once off unavailability entered for Saturday, 22 February between 7.00am and 12.00pm:

This part time employee is subsequently rostered on Saturday, 22 February from 10.30am to 7.00pm.

The hours worked between 10.30am and 12.00pm are automatically paid at overtime rates. This is because this period of time is outside the employee's availability.

Once the employee is working during their availability, they are paid at ordinary hours rates.

Clauses 15.1(c)(iv) and 15.2(d) of the HIGA state that Full Time and Part Time employees are not to work more than 8 days that exceed 10 ordinary hours in a 4 week cycle:

15.1 Full-time employees

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

...

(iv) the maximum number of days on which an employee may work more than 10 ordinary hours in a 4 week cycle is 8

15.2 Part-time employees

A part-time employee’s rostered hours of work under clause 10.6 must meet the following conditions:

...

(d) the maximum number of days on which an employee may work more than 10 ordinary hours in a 4 week cycle is 8

When a Full Time or Part Time employee works more than 8 days in a 4 week cycle that exceeds 10 ordinary hours, the employee is entitled to overtime per clause 28.2(a) for Full Time employees and clause 10.13(b)(ii) for Part Time employees:

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.

10.13 Payment 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:

...

(ii) the maximum daily hours limitations specified in clause 15.2—Part-time employees

This overtime condition is already automated in Tanda. The functionality has been expanded so that only days that have over 10 ordinary hours will be considered in the calculation. Previously, all days over 10 hours were considered in the calculation.

The HIGA outlines that full time employees that have a four week averaging period are not to work more than 10 consecutive days in a row:

15.1(d) In addition to the conditions set out in clause 15.1(c), an arrangement that adopts the option of working 152 hours per 4 week cycle with at least 8 days off as set out in clause 15.1(b)(vi) must satisfy the following conditions:

(i) the employer must not roster an employee to work on more than 10 consecutive days without a rostered day of...

The HIGA Managed Template now has automated overtime award rules for when a full time employee works more than 10 consecutive days in a 4 week period.

This overtime condition will only apply to full time employees that have a 4 weekly overtime averaging period.

For example, an employee with 4 set in the below Overtime averaging period (weeks) field will be eligible for this overtime condition:

Under the HIGA, the minimum engagement for full time employees is set out in clause 151.1(c)(i):

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

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

The minimum engagement for part time employees is set out in clause 15.2(a):

15.2 Part-time employees

A part-time employee’s rostered hours of work under clause 10.6 must meet the following conditions:

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

Each of these clauses outlines that the required minimum payment is applicable when ordinary hours are worked.

Automation has been introduced so that the ordinary hours minimum engagements for full time and part 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 4 ordinary hours causing the minimum engagement award rule to apply for 2 hour 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 an entire shift being paid at overtime rates and this shift is under 6 hours, the minimum engagement award rule will not trigger as the employee has not worked any ordinary hours in the shift:

Under the HIGA, there are two allowance types that are paid for all purposes.

These is outlined under clause 26.2 of the Award:

26.2 All-purpose allowances

(a) Allowances paid for all purposes are included in the rate of pay of an employee who is entitled to the allowance, when calculating any penalties or loadings or payment while they are on annual leave.

(b) The fork-lift driver allowance in clause 26.3 and the airport supervisory allowance in clause 26.13 are paid for all purposes under this award.

Tanda has introduced functionality to pay allowances for all purposes. Please see below for further details on how this operates in the HIGA Managed Template.