To update your Restaurant Industry Managed Template navigate to Time & Attendance > Compliance.

Then locate the + icon next to Award Template.

Then click the Update Award button next to the Restaurant Industry in your list of Active Awards.

You will then be prompted to confirm that you want to proceed with updating the Managed Template.

Once OK is clicked, the improvements to the Restaurant Industry Managed Template will take a few minutes to populate in your account as indicated below.

Once the update is complete, you will be taken to the Restaurant Industry Managed Template settings page which will indicate that the Managed Template is now up to date as of the day the improvements were enabled.

Clause 10.4 of the RIA states that when part time 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 Availability Feature.

A part time employee can enter their availability in their Tanda app.

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

10.7 However, a part-time employee:

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

The payment of overtime when a part time employee works outside their availability has now been automated. For example, the employee has set their availability per the below:

This part time employee is then subsequently rostered to work on On Monday 6am - 10am. The hours worked by the employee on Tuesday incur overtime as the shift falls outside of the employee's nominated availability:

The RIA Managed Template now contains conditions to facilitate the meal break agreement detailed in clause 16.4.

16.4 Agreement as to time of unpaid meal break

(a) An employer and an employee may agree that an unpaid meal break is to be taken after the first hour of work and within the first 6.5 hours of work (a ‘facilitation agreement’).

(b) An agreement must be made after the start of the employee’s shift and within the first 5 hours of the work to which it applies.

(c) The employee or the employer may withdraw from an agreement within the first 5 hours of the work to which it applies.

The shift tag Meal Break Facilitation Agreement has been implemented in the RIA Managed Template to allow the employee to have their meal break within the first 6.5 Hours of the shift.

Without the Meal Break Facilitation Agreement, if the employee takes their meal break after the 6th hour of work, the missed meal break penalty will automatically trigger:

With the Meal Break Facilitation Agreement, the missed meal break penalty will not apply if the meal break is taken within the first 6.5 hours of the shift:

Under the Meal Break Facilitation Agreement, the missed meal break penalty will apply after 6.5 hours without an unpaid meal break.

The application of the Meal Break Facilitation Agreement can be automated via Shift Questions.

Clause 15.1(d) of the RIA states that employees must not work more than 8 days that exceed 10 ordinary hours in a 4 week cycle:

15.1 An arrangement for working ordinary hours must satisfy all of 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; and

Where a full time or part time employee works more than 10 ordinary hours on 8 days in a 4 week cycle, the employee is entitled to overtime per clauses 23.1(a) and 10.13(b)(ii).

23.1 Requirement to pay overtime rates

(a) An employer must pay a full-time employee at overtime rates for any work done outside of the spread of hours or rostered hours set out in clause 15—Ordinary hours of work and rostering arrangements.

10.13 Payment rates

(b) An employer must pay a part-time employee at the rates prescribed in clause 23.4—Overtime rate for all time worked in excess of:

...

(ii) the maximum daily hours limitations specified in clause 15.1 (Ordinary hours of work); or

This overtime condition is already automated in Tanda. The functionality has been expanded so that overtime is paid after 10 ordinary hours have been worked on the 9th and subsequent days in the 4 week cycle. Previously, this overtime condition would apply to all hours worked after 10+ ordinary hours had been worked on 8 days.

Additionally, this overtime condition is no longer tied a 4 weekly overtime averaging period. Overtime for this condition will now trigger after 10 ordinary hours have been worked on the 9th and subsequent day in the 4 week cycle.

This update further aligns the overtime functionality with the wording of clause 15.1(d), which outlines that the condition is applicable to all full time and part time employees no matter their agreed overtime averaging period.

Under the RIA, the minimum engagement for full time employees is set out in clause 15.1(a):

15.1 An arrangement for working ordinary hours must satisfy all of the following conditions:

(a) the minimum number of ordinary hours that may be worked by a full-time employee on any day is 6 (excluding meal breaks); and

The above clause outlines that the required minimum payment is applicable when ordinary hours are worked.

New automation has been introduced so that the ordinary hours minimum engagement for full 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 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 outside their rostered hours 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:

Further automation of the part time and casual minimum engagements has been implemented for overtime periods.

A part time employee must not be rostered to work fewer than 3 hours per day per clause 10.7(b).

10.7 However a part-time employee:

...

(b) the employee must not be rostered to work in excess of 11.5 hours or fewer than 3 hours in a day; and

A casual employee must be engaged for a minimum of 2 hours on each occasion they are required to attend work per clause 11.3.

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.

Previously, if a part time or casual employee did not work the required minimum shift length and subsequently worked into a period of overtime, the ordinary hours minimum engagement would apply.

Now, the shift will automatically buffer to the required length at the rate that would have otherwise applied if the employee had worked the required minimum shift length.

Please see the below example where a part time employee has worked less than 3 hours and has not been rostered for the shift:

For further details on the minimum engagement periods that apply in the RIA Managed Template please see here.

The Split Shift allowance is now automated in the RIA Managed Template.

21.3 Split shift allowance

(a) Clause 21.3(b) applies to any full-time or part-time employee who has a broken working day.

(b) The employer must pay the employee an allowance of $4.98 for each separate work period of 2 hours or more.

Previously, the split shift allowance would only apply to one of the periods of work in the split shift. A manual allowance was required to apply the allowance to additional periods of work in the day.

The split shift allowance will now automatically apply to each seperate period of work that is 2 hours or more in length.