Clause 15.1(b) of the HIGA sets out the different ways full time employees can work an average of 38 ordinary hours per week.

📜 15.1 Full-time employees

(b) The average of 38 hours per week is to be worked in one of the following ways:

(i) a 19 day month, of 8 hours per day;

(ii) 4 days of 8 hours and one day of 6 hours;

(iii) 4 days of 9.5 hours per day;

(iv) 5 days of 7 hours and 36 minutes per day;

(v) 76 hours over a 2 week period with a minimum of 4 days off each 2 week period;

(vi) 152 hours each 4 week period with a minimum of 8 days off each 4 week period;

(vii) 160 hours each 4 week period with a minimum of 8 days off each 4 week period plus an accrued day off;

(viii) any combination of the ways set out in clauses 15.1(b)(i) to 15.1(b)(vii).

Clause 28.2(a) sets out that overtime is payable when a full time employee works in excess of their ordinary hours.

📜 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.

Each of the different working arrangement listed between 15.1(b)(i) to (vii) have now been automated in Tanda. Most of these separate working arrangements are facilitated via tag that is to be added to the employee's Pay Conditions.

In order to facilitate one of the working arrangements for an employee, the applicable tag will need to be added to the employee's Pay Conditions.

To add one of the tags to an employee's Pay Conditions, navigate to Workforce > Staff > (Employee Name) > Pay Conditions > Edit Current Pay Conditions > select the appropriate start date > under Allowances select the relevant working arrangement tag from the drop-down > then click CONFIRM CHANGES:

Once the tag has been saved to the employee's Pay Conditions, the below automated overtime conditions will now apply to the employee.

The HIGA sets out different working arrangements for employees that perform catering in remote locations. The working arrangements are set out under clause 15.3:

📜 15.3 Catering in remote locations

(a) Clause 15.3 applies to employers providing catering services to clients in remote locations and their employees.

(b) Despite clause 15.1, the employer and the majority of employees at a workplace may agree to schedule work over consecutive recurring cycles followed by consecutive non-working days.

(c) The employer and the majority of employees at the workplace may agree to vary a schedule of work under clause 15.3(b).

(d) The maximum number of ordinary hours that may be worked during a cycle must not exceed 40 multiplied by the number of working and non-working weeks in the cycle.

(e) An employer who rosters an employee to work any time in excess of the total number of ordinary hours in an agreed schedule of work under clause 15.3(b) must pay the employee at the overtime rate for any time worked in excess of that total number.

(f) An employer must pay an employee at the overtime rate for any time worked in excess of 8 hours per day.

(g) Wages may be paid according to the average number of hours per week in a roster cycle instead of the actual number of ordinary hours worked in any particular week of the cycle.

(h) An employee accrues days off as set out in clause 15.1(b)(vii).

(i) An employee is not entitled to payment for non-working days other than accrued rostered days off.

The conditions specific to catering in remote locations are now automated in Tanda.

In order to apply the conditions of clause 15.3, the tag Catering in Remote Locations tag will need to be added to the employee profile.

To add the Catering in Remote Locations tag to an employee's Pay Conditions, navigate to Workforce > Staff > (Employee Name) > Pay Conditions > Edit Current Pay Conditions > select the appropriate start date > under Allowances select the tag from the drop-down Catering in Remote Locations > then click CONFIRM CHANGES:

Once the tag has been saved to the employee's Pay Conditions, the catering in remote locations conditions will now apply to the employee. A list of the automated overtime conditions relevant to each employment type when performing remote work can be found below.

Clause 26.15 of the HIGA sets out how an employee is to be paid if they stay overnight at the employer's premises.

📜 26.15 Overnight stay allowance

(a) Clause 26.15 applies to an employee who is requested to stay overnight on the employer’s premises in order to provide prompt assistance to guests outside ordinary business hours.

(b) An employer must pay the employee:

(i) an allowance of $64.10 per overnight stay; and

(ii) at 150% of the ordinary hourly rate of the employee under Table 3—Minimum rates for work performed of more than one hour in duration during an overnight stay.

(c) Hours worked by the employee during an overnight stay do not count for the purposes of hours of work, overtime or leave accruals.

NOTE: The allowance specified in clause 26.15(b)(i) is intended to compensate for the overnight stay and for work undertaken of up to one hour’s duration.

Previously, the Overnight Stay Allowance was manually applied to the timesheet and the payment after 1 hour of work was applied via the shift tag 'Overnight Stay'.

Now, the overnight stay conditions have been automated in the HIGA Managed Template using the Sleepover Schedule feature.

To automate the overnight stay conditions, the period of time on an overnight stay will need to be rostered using the Sleepover Schedule. Please see below for further details.

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 overtime is paid from the 10th ordinary on all shifts after the 8th shift over 10 ordinary hours. Previously, overtime apply to all hours worked after the 8th shift over 10 ordinary hours.

Please see the below example of where the overtime will apply in the shift:

In this example the employee had already worked more than 10 ordinary hours on 8 days in the 4 week cycle.