Generally there is no need to export timesheets for salaried staff as most payroll software does not require a timesheet to calculate pay for salaried staff.
Salaried employees can still use Tanda like any other employee. The main benefits to having your salaried employees use Tanda are:
Accurate roster and timesheet costs for reporting in Tanda
Making it easier to manage leave (leave will export even if you don't export timesheets for salaried staff)
Recording the worked hours of salaried employees is a requirement under many awards
Payroll Setup
In your Payroll system you should have your Salaried staff setup with a recurring payment. In Xero this is done on their Pay Template by entering an Annual Salary and Hours, and in MYOB this is done through Standard Pay.
In Tanda - in the Payroll tab of the employee profile, enter the Annual Salary in the Annual Salary field:
If you’re using a Tanda Managed Award Template, on the right select the employee on the Award and select the Type as Salaried:
Note: If you pay by an EBA or with custom rules, under Compliance > Customise your Setup > Classification Tags > Manage > scroll down at the bottom and click 'Create a new award tag'. Create a Salaried tag and then create an Award Rule with the "Do not export this to Payroll" option selected at the bottom.
Timesheets
Salaried staff will have a Timesheet generated similar to other staff when they clock-in, however Tanda won’t export the timesheet to your Payroll & Accounting system.
You can still approve their timesheet, but they won’t be included when you export timesheets at the end of the pay period.
Reporting
You can set how Tanda costs Salaried staff, by employee or account-wide:
You can set the default for your Tanda account for salaried staff in Settings > All Settings > General tab > Show Advanced Settings:
If you made any changes just click Update Settings at the bottom.
Costing in Timesheets and Reports
Setting the employee or account-wide expected hours defines the lower limit for rostered or expected hours, where the hourly rate is defined as below:
This means that if the employee's expected hours are set to 30, the hourly rate will be calculated with this value unless the rostered hours are greater than 30. This means that if the employee works less than the 30 expected hours, the remainder will have to be added through either Leave Requests, or a Minimum Week Length rule. An example of how both of these should look on the timesheet are given below.
These leave requests would be added by going to "Leave -> Leave requests -> New Leave Request" and adding in the remaining time.
The Minimum Week Length rule would be added by creating a new rule (if you have not made Custom Award Rules before, try reading our Compliance help article). This rule would be created by tagging the rule to your salaried staff, inputting the Minimum hours employees should be paid per week condition within the Minimum Shift Length setting, and allocating the correct multiplier. Screenshots of this are attached at the bottom of this document.
Examples
An employee on $52,000 a year will be paid $1,000.00 a week, where if the employee's worked hours and expected hours are the same (in this case 38) their timesheet will show a correctly costed period of $1,000.00.
If they worked 40 hours (more than expected), their Salary cost would update on a pro-rata basis, where the base rate would change to ensure the final pay period cost is correct:
If they worked 30 hours (less than expected), their Salary cost would update on a pro-rata basis, where this missing time would have to be topped-up. To solve this issue you can either:
Enter Leave:
Add Minimum Week Length Rule:
Rule:
