The purpose of this guide is to provide a summary of main award clauses contained in the Hospitality Industry General Award (HIGA), and their application in Tanda.
Using this guide:
highlighted textbeginning with the '
📜' icon shows the relevant clause in the Award
A description of how Tanda assists to meet the requirements of the award is detailed beneath each clause
This guide details the most common sections of the Award. To view the full sections of the Award, refer to the Hospitality Industry General Award on the Fair Work Ombudsman website
This guide was last reviewed on 26th July 2021
📜 13.2 An employer must pay a junior employee in accordance with 18.4—Junior rates.
Junior rates apply automatically based on the date of birth on the employee profile
When a junior employee has a birthday resulting in a change to their hourly rate, the rate in Tanda will automatically update on the birth date.
📜 13.3 An employer must not require an employee under 18 years of age to work more than 10 hours in a shift.
To remind managers of the 10 hour maximum shift length, create an age based roster validation for:
Ages: to 19
Maximum daily working hours: 10
📜 13.5 Junior employees working as liquor service employees must be paid as an adult in accordance with Table 3—Minimum rates at the classification rate for the work being performed.
To pay a junior employee the adult rate, check the 'Paid at adult rates' box on the payroll tab of the employee profile. This check box will apply the adult rate to junior employees.
📜 10.2 A part-time employee is an employee who: (a) is engaged to work at least 8 and fewer than 38 ordinary hours per week... (or, if the employer operates a roster, an average of at least 8 and fewer than 38 hours per week over the roster cycle)...
📜 10.4 At the time of engaging a part-time employee, the employer must agree in writing with the employee on all of the following:
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)
To remind managers when rostering of the obligations to provide minimum hours - enter the guaranteed weekly hours into an employees Regular Hours of Work.
Note: this minimum hours considers a weekly basis, but may still be useful as a reminder when using a roster period longer than a week.
Managers are alerted on the roster if the guaranteed hours are not met:
📜 10.4(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)
Employees confirm this through unavailability.
Overtime for part-time employees
📜 10.3(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:
📜 10.3(b)(i) 38 hours per week or,if the employee works in accordance with a roster,an average of 38 hours per week over the roster cycle
With overtime averaging set to one week, overtime will apply after 38 hours.
If working in accordance with a roster, increase the overtime period to match the roster period - e.g. an overtime averaging of two weeks, overtime would apply after 76 hours have been worked in the period in total.
📜 10.3(b) (ii) the maximum daily hours limitations specified in clause 15.2—Part-time employees
Overtime automatically applies after 11.5 hours per 15.2
📜 10.3(b)(iii) the employee’s rostered hours.
Tanda automatically compares worked hours to the roster and calculates overtime for time worked outside of the rostered hours.
Overtime for full-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.
Overtime will automatically apply:
After 11.5 ordinary hours in a day
After 38 ordinary hours in a week (or 38 hours on average across an overtime averaging period)
Overtime will also apply when 'worked RDO' is tagged manually on a timesheet.
📜 12.4 An employer must pay an apprentice in accordance with clause 19—Apprentice rates.
Both year and competency based progression are handled through the same employment classifications in Tanda.
(While they levels are described 'first year, second year....' and so forth, the percentages also match the competency based progressions described in
15.4 (c) Competency-based wage progression. )
📜 11.2 An employer must pay a casual employee for each hour worked a loading of 25% in addition to the ordinary hourly rate.
Casual loading is applied using the multiplier method. The base hourly rate is always expressed as 1.25x and where applicable, penalty rates are expressed with an additional 0.25x component to include the casual loading amount.
Overtime for casual employees
📜 11.5 An employer must pay a casual employee at the rates prescribed in clause 28.4—Overtime rate for all time worked in excess of the hours prescribed in clause 11.3.
📜 11.3(a) a maximum of 12 hours per day or per shift
📜 11.3(b) a maximum of 38 hours per week or,if the casual employee works in accordance with a roster,an average of 38 hours per week over the roster cycle (which may not exceed 4 weeks).
Overtime applies after 38 hours by standard - roster cycle is determined by the overtime averaging period selected on the employee profile, which can be any number of weeks between 1 and 4 weeks.
📜Table 14 - Penalty rates
Federal and state public holiday dates are already contained in Tanda. Local show days can be entered in addition to the state and federal holidays.
How public holiday rates apply
If the employee does not work:
If no clock in is recorded for an employee by 11pm on the day of the public holiday, an automated 'Public Holiday Paid Not Worked' leave request applies to the day, paying the employees ordinary earnings rate.
If the employee works the public holiday:
The below public holiday rates automatically apply to hours worked on a public holiday
225% for Full-time and part-time employees
250% for Casual employees
For more information on how public holidays are handled in Tanda, see Automatically pay staff for not working on a public holiday.
Minimum hours per day
📜 Full-Time: (i) the minimum number of ordinary hours that may be worked on any day is 6 (excluding meal breaks)
Tanda automatically applies a shift padding rule to shifts under 6 hours length (factoring breaks).
📜 Part-time 15.2(a) the minimum number of ordinary hours that may be worked on any day is 3 (excluding meal breaks)
Tanda automatically applies a shift padding rule to shifts under 3 hours length for part-time employees (factoring breaks).
📜 11.4 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.
Tanda automatically applies a shift padding rule to shifts under 2 hours length for part-time employees (factoring breaks).
When a shift was abandoned
If a shift was abandoned by an employee, applying an unpaid leave request to the duration of the shift padding rule will override shift padding from applying.
Maximum hours per day
📜 15.1 Full-time employees(ii) the maximum number of ordinary hours that may be worked on any day is 11.5 (excluding meal breaks)
📜 15.2 Part-time employees(b) the maximum number of ordinary hours that may be worked on any day is 11.5 (excluding meal breaks)
📜 11 Casual employees 11.3(a)
A casual employee must be engaged to work: (a)a maximum of 12 hours per day or per shift...
To receive a warning when a shift over the maximum working hours is rostered, use roster roster validation rules.
Note: to see how these maximum working hours impact overtime calculations, see the relevant sections in this guide for each employment type.
Maximum spread of hours
📜 15.1 Full-time employees (v) the maximum spread of hours for an employee who works split shifts is 12;
📜 15.2 Part-time employees (e) the maximum spread of hours for an employee who works split shifts is 12
To warn managers when a shift exceeding a maximum spread of hours of 12 hours is created, set up a roster validation rule for 'max span of hours per day' of 12.
📜 22.1 An employer must pay an employee (other than an employee within the Food and beverage attendants grade 2 or 3 classification level),who performs for 2 or more hours on any particular day duties of a classification higher than the employee’s ordinary classification,the minimum hourly rate specified in column 4 of Table 3—Minimum rates for that higher classification for the whole of that day.
Higher duties are applied by one of the below:
Automatically based on the team that a shift is worked in. This is achieved using associated tags
Manually by allocating the higher duties tag manually on a timesheet
To learn how to set up higher duties for the HIGA award, see Payroll configuration: higher duties.
📜 16.2 Table 3 - Entitlements to meal and rest break(s)
Unpaid breaks are factored in when rostering in one of the two ways detailed below.
If the intended break time is known when rostering
Enter the break times on the shift when rostering
If the time of the break is not known when rostering
To factor the unpaid break into roster costings, set an automatic break to apply after 6 hours.
The below allowances will automatically apply on timesheets based on the conditions for the 'applies to' and 'applied when' columns below:
Staff tagged 'airport supervisor (staff count)'
Once per hour
Catering Laundry Allowance FT
Staff tagged 'laundry allowance FT'
Once per week
Catering Laundry Allowance PT/Cas
Staff tagged 'Laundry allowance PT/Cas'
Once per day
First Aid Attendant FT
Staff tagged 'First aid certificate FT'
Once per week
First Aid Attendance PT/Casual
Staff tagged 'First aid certificate PT/Cas'
Once per shift
Staff tagged 'forklift driver FT'
Once per hour
Fork-lift PT, Casual
Staff tagged 'forklift driver PT & Casual'
Once per shift
Motel Laundry Allowance
Staff tagged 'Motel uniform required'
Once per shift on shifts 1-3, and once per shift on the 4th shift
Personal equipment allowance
Applies to employees tagged 'equipment required'
Once per shift on shifts 1-4, and once per shift on shifts 5
Weekday Penalty - Work After 7pm
Applies to all employees by default
Applies to each hour or part of an hour between 7pm and midnight
Weekend Penalty - Work Between Midnight and 7am
Applies by all employees by default
Applies to each hour or part of an hour between midnight and 7am
The below allowances are applied manually on timesheets. To learn more about manually applying allowances, see applying allowances on timesheets.
Overnight stay allowance
Once per shift to shifts tagged 'overnight stay allowance'
Overtime meal allowance
Once per shift to shifts tagged 'overtime meal allowance
📜 15.5(c) The employer must post the roster in a conspicuous place that is easily accessible by the employees
Rosters can be printed by managers to be displayed in the workplace. To ensure rosters are as accessible as practical, rosters can be published by the below options:
Online by logging in at my.tanda.co
📜 15.5 (d) The roster of an employee may be changed at any time by the employer and employee by mutual agreement or by the employer giving the employee 7 days’ notice of the change.
To confirm a record of the the employees agreement with a change, use the shift acknowledgement feature.
📜 15.5 (e) An employee must have a minimum break of 10 hours between when the employee finishes ordinary hours on one day and starts ordinary hours on the next and a minimum break of 8 hours for a changeover of rosters.
To flag a warning to managers when rostering, use the min hours between shifts roster validation rule.