Firstly you will need to enable the GRIA Managed Template in your account. To do this go to Time & Attendance > Compliance > Award Template > Apply Template:

Select the relevant payroll system if you have not already enabled an integration:

Scroll down the page to Apply an Award then click Enable on the award template you would like to apply to your account:

Once the award template has been enabled you have the option to add staff to the award via the + Add Staff to Award button or via the below outlined process.

For further information on how to configure the settings in your account including automatic breaks and public holidays please see the article Configuring Settings.

An Employment Type is a tag which all the pay conditions (Award Rules) are associated to for an employee, including penalties and overtime. An example of this kind of tag is Full Time.

To add an employee's Classification/ Level, go to Workforce > Staff > (Employee Name) > Pay Conditions > Edit Pay Conditions > Under the Employment Type field select the employment type tag that is applicable to the employee.

The Available Employment Types in the GRIA Managed Template:

Day Workers

Shiftworkers (General)

Baking Production Shiftworkers

For more information on how the '(10 Hours Agreed)' employment types diverge from the general employment types please see the Break Between Shifts Penalty section of this guide.

For more information on the purpose of the 'High School Student' employment types please see Casual - High School Student section of this guide.

A Classification/ Level is the tag that will pay the employee their base rate which all penalties and overtime are calculated off. An example of this kind of tag is Level 1.

To add an employee's Classification/ Level, go to Workforce > Staff > (Employee Name) > Pay Conditions > Edit Pay Conditions > under the Classification/Level field, select the applicable classification tag for the employee:

The Available Classifications/Levels in the GRIA Managed Template:

The above Classifications/ Levels tags are configured to be per the rounding detailed in the Fair Work Ombudsman Pay Guide for the General Retail Industry Award 2020.

These base rates are increased in line with the Pay Guide annually and the new rates will always take effect from the date set down by the Fair Work Commission.

The GRIA sets out specific requirements for full time employees.

📜 9. Full-time employees

An employee who is engaged to work an average of 38 ordinary hours per week in accordance with an agreed hours of work arrangement is a full-time employee.

The Minimum Paid Hours feature in the GRIA Managed Template can be used to manage the above requirement.

The Minimum Paid Hours functionality requires that the contracted weekly hours field in the employee profile be populated:

By default the Minimum Paid Hours functionality will be disabled in the GRIA Managed Template. If you would like to enable the Minimum Paid Hours functionality please see below for further details.

Under the GRIA part time employees are to have an agreed regular pattern of work in place upon engagement per clause 10.5. This agreed regular pattern of work can be configured and managed in Tanda. Please see below for further details.

📜 10.5 At the time of engaging a part-time employee, the employer must agree in writing with the employee on a regular pattern of work that must include all of the following:

(a) the number of hours to be worked on each particular day of the week (the guaranteed hours); and

(b) the times at which the employee will start and finish work each particular day; and

(c) when meal breaks may be taken and their duration.

Please see the below information on managing casual employees in Tanda:

If employees are paid a base rate higher than the award rate, enter the employee's base rate in the highlighted field below. This will override the rate from the Managed Template, and penalty rates and overtime will be calculated from this new rate.

Please see the below example:

For further information please see the Pay Above Template article.

Under GRIA employer is required to pay an employee who performs duties of a higher classification at the higher classification rate.

If the employee performs higher duties for more than two hours they are entitled to be paid the higher classification for the entire day and if less than two hours they are entitled to be paid the higher classification for the hours worked.

📜 17.5 Higher duties

(a) An employer must pay an employee who performs for more than 2 hours on any particular day or shift duties of a classification higher than the employee’s ordinary classification, the minimum hourly rate specified in column 3 of Table 4—Minimum rates for that higher classification for the whole of that day or shift.

(b) An employer must pay an employee who performs for 2 hours or less on any particular day or shift duties of a classification higher than the employee’s ordinary classification, the minimum hourly rate specified in column 3 of Table 4—Minimum rates for that higher classification for the time during which those duties were performed.

There are two options for configuring and applying higher duties in Tanda:

To learn how to set up higher duties for the GRIA Managed Template please see Automatically Pay Employees a Higher Rate When Working in Another Team.

A junior employee must be paid a percentage of the applicable adult classification rate that is appropriate to the work performed by the employee.

📜 13. Junior employees

13.1 An employer may engage junior employees.

13.2 An employer must pay a junior employee in accordance with Table 5—Junior rates (retail employee levels 1,2 and 3 only).

Junior rates prescribed in Table 5 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 at the beginning of the first full pay period following the birthday.

📜 15.1 Ordinary hours may be worked by an employee on the day specified in column 1 during the span of ordinary hours specified in column 2 of Table 2—Span of hours.

📜 Table 2 — Span of hours

📜 15.2 However, ordinary hours may be worked:

(a) from 5:00 am in a newsagency; or

(b) until midnight in a video shop; or

(c) until 11.00 pm if the trading hours of the establishment extend beyond 9.00 pm on a Monday to Friday or 6.00 pm on a Saturday or Sunday.

The default business hours for the GRIA Managed Template are those outlined under Table 2 - Span of Hours.

(a) The employer must ensure that the work roster is available to all employees, either exhibited on a notice board which is conveniently located at or near the workplace or through accessible electronic means.

To ensure accessibility of the roster as required by clause 15.9(a), rosters can be published to the below options:

(d) Due to unexpected operational requirements, the roster of an employee other than a part-time employee may be changed by mutual agreement by the employer and the employee at any time before the employee arrives for work.

(e) For employees other than part-time employees, the employer may make permanent roster changes at any time by giving the employee at least 7 days’ written notice of the change. If the employee disagrees with the change, the period of written notice of the change required to be given is extended to at least 14 days in total.

In Tanda, the shift acceptance feature can be used to notify employees of roster changes and can be used as a record that confirms an employee's agreement to a change. For more information please see here.

The suggested automatic break rules for non-shiftworkers are set out below:

Rest breaks and meal breaks for shiftworkers are to be paid and treated as time worked under the GRIA:

📜 26. Rest breaks and meal breaks

Despite clause 16.2 (Breaks), all rest breaks and meal breaks taken by shiftworkers are paid breaks and form part of the hours of work.

Please see the below suggested automatic break rules for shiftworkers:

An example of interpreted time in a timesheet can be seen below.

The employee has been configured as Full Time paid at a Level 5 rate.

The employee has only worked ordinary hours during the period:

For a general overview of timesheets in Tanda see Getting Started: Timesheets.

Weeknights, Weekends and Public Holidays:

📜 22. Penalty rates

22.1 An employer must pay an employee as follows for hours worked by the employee during a period, or on a day, specified in column 1 of Table 12—Penalty rates:

(a) for a full-time or part-time employee, at the percentage specified in column 2 of that Table of the minimum hourly rate of the employee under Table 4—Minimum rates; or

(b) for a casual employee, at the percentage specified in column 3 of that Table of the minimum hourly rate of the employee under Table 4—Minimum rates.

Table 12—Penalty rates

Tanda will automatically apply the weeknight, weekend and public holiday penalties to the timesheet when they are applicable.

For example, please see the Saturday ordinary hours penalty rate applying for a Full Time employee below:

Under GRIA there are two different shiftwork periods identified. One is general shiftwork and the other is for baking production.

These two shiftwork conditions have been separated into two separate streams of employment in the GRIA Managed Template.

The application of the two different shiftwork periods is outlined below.

Clause 16.6 of GRIA outlines a penalty that must be paid if an employee does not receive the required break between shifts:

📜 16.6 Breaks between work periods

(a) An employee must have a minimum break of 12 hours between when the employee finishes work on one day and starts work on the next.

(b) If an employee starts work again without having had 12 hours off work, the employer must pay the employee for each hour worked at the rate of 200% of the employee’s minimum hourly rate until the employee has a break of 12 consecutive hours.

(c) The employee must not suffer any loss of pay for ordinary hours not worked during the period of a break required by clause 16.6.

(d) The employer and an individual employee or a group of employees may agree that clause 16.6 is to have effect as if it provided for a minimum break of 10 hours.

The 12 hour rest break as outlined under clause 16.6(a) is automated via the below employment classifications in the GRIA Managed Template:

For example, if an employee is classified as Full Time, the penalty will apply in the below scenario as the required break is 12 hours:

The 10 hour rest break between shifts as outlined under clause 16.6(d) has also been automated in the GRIA Managed Template:

📜 (d) The employer and an individual employee or a group of employees may agree that clause 16.6 is to have effect as if it provided for a minimum break of 10 hours.

The employment classifications that are available to automate this agreement are:

If an employee is set up with one of the above employment classifications in Tanda, when they do not receive a 10 hour break between shifts the employee will now automatically receive the penalty.

For example, this employee is classified as Full Time (10 Hours Agreed) and as only a 9 hour gap was received the shift gap penalty applies:

However, if the employee receives the required break of 10 hours no penalty applies:

The agreement to reduce the shift gap to 10 hours on an ad hoc basis can be managed via a shift tag. Please see the Award Template Tags section of this guide for more information.

The General Retail Industry Award stipulates minimum engagements for part time employees and casual employees.

📜 21.2 Payment of overtime

(a) An employer must pay a full-time employee for hours worked in excess of the ordinary hours of work or outside the span of hours (excluding shiftwork) or outside the roster conditions prescribed in clause 15—Ordinary hours of work at the overtime rate specified in column 2 of Table 11—Overtime rates.

The below overtime conditions have an automatic application in Tanda for Full Time employees:

The below overtime conditions have a manual application in Tanda:

For further details on how to apply the above overtime conditions please the Award Template Tags section of this article.

Part time employees are subject to the same overtime conditions as full time employees as outlined under clause 10.3 and additionally, they are to be paid overtime for working in excess of their guaranteed hours as outlined under clauses 10.8 and 21.2(b):

📜 10.3 This award applies to a part-time employee in the same way that it applies to a full-time employee except as otherwise expressly provided by this award.

📜 10.8 For any time worked in excess of their guaranteed hours agreed under clause 10.5 or as varied under clause 10.6 or clause 10.11,the part-time employee must be paid at the overtime rate specified in Table 11—Overtime rates.

📜 21.2 Payment of overtime

(b) An employer must pay a part-time employee for hours worked in excess of their guaranteed hours as agreed in clause 10.5 or as varied under clause 10.6 or clause 10.11 at the overtime rate specified in column 2 of Table 11—Overtime rates.

The below overtime conditions have an automatic application in Tanda for Part Time employees:

The below overtime conditions have a manual application in Tanda:

For further details on how to apply the above overtime conditions please the Award Template Tags section of this article.

📜 21.2 Payment of overtime

(c) An employer must pay a casual employee at the overtime rate specified in column 3 of Table 11—Overtime rates (inclusive of the casual loading) for hours worked by the casual employee:

(i) in excess of 38 ordinary hours per week or, if the casual employee works in accordance with a roster, in excess of 38 ordinary hours per week averaged over the course of the roster cycle; or

(ii) outside the span of ordinary hours for each day specified in clause 15.1 (Ordinary hours of work), subject to clause 15.2 ; or

(iii) in excess of 11 hours on one day of the week and in excess of 9 hours on any other day of the week

The below overtime conditions have an automatic application in Tanda for Casual employees:

For further details on how to apply the above overtime condition please the Award Template Tags section of this article.

The GRIA allows for full time and part time employees to agree to different rostering arrangements for consecutive days off (Clause 15.7(d)) and regularly working Sundays (Clause 15.8).

📜 15.7 Rostering arrangements

...

(d) Consecutive days off

(i) The employer must roster an employee to work ordinary hours in such a way that they have 2 consecutive days off per week or 3 consecutive days off per 2 week cycle.

(ii) Clause 15.7(d)(i) is subject to any agreement for different arrangements entered into between the employer and an individual employee at the written request of the employee.

(iii) Different arrangements agreed under clause 15.7(d)(ii) must be recorded in the time and wages record.

(iv) The employee may end an agreement under clause 15.7(d)(ii) at any time by giving the employer 4 weeks’ notice.

(v) An employee cannot be required as a condition of employment to make a request under clause 15.7(d)(ii).

📜 15.8 Employees regularly working Sundays

(a) The employer must roster an employee who regularly works Sundays in such a way that they have 3 consecutive days off (including Saturday and Sunday) per 4 week cycle.

(b) Clause 15.8(a) is subject to any agreement for different arrangements entered into by the employer and an individual employee at the written request of the employee.

(c) Different arrangements agreed under clause 15.8(b) must be recorded in the time and wages record.

(d) The employee may end an agreement under clause 15.8(b) by giving the employer 4 weeks’ notice.

(e) An employee cannot be required as a condition of employment to agree to an arrangement under clause 15.8(b).

There are tags available in the GRIA Managed Template to facilitate these arrangements and record the agreement in the time and wages record.

The purpose of the tags is to disable specific automated overtime conditions for an individual employee so that the agreed different arrangement can be facilitated.

The available tags and the overtime conditions they disable are listed below:

To facilitate an agreement the tag/s must be saved to the employee profile in Tanda.

For further details on each agreement and how to apply this to your staff, please see below:

📜 16.6 Breaks between work periods

(d) The employer and an individual employee or a group of employees may agree that clause 16.6 is to have effect as if it provided for a minimum break of 10 hours.

For ad hoc agreements to reduce the break between shifts to 10 hours under clause 16.6(d), the shift tag 'Less Than 10 Hours Between Shifts (By Agreement)' can be applied.

This shift tag is only applicable to employees that have been classified to require a 12 hour break between shifts. These classifications are outlined here.

When the agreement is applicable add this to the employee timesheet via the shift tag drop down. Please see the below example of the shift tag in operation:

Before the application of the shift tag:

After the application of the shift tag:

📜 15.7 Rostering arrangements

...

(h)(i) In an establishment at which at least 15 employees are employed per week on a regular basis, the employer must not roster an employee to work ordinary hours on more than 19 days per 4 week cycle.

This overtime condition has not been automated in the GRIA Managed Template due to it applying to locations with at least 15 employees.

The 19+ Days in 4 Week Cycle tag can be applied in the timesheet instances where the employees have worked over 19 days.

This rule can be automated via custom award rules in your Tanda account.

To create custom award rules please see this article Compliance: Creating Award Rules or reach out to the Customer Success Team via chat.

📜 15.9 Notification of rosters

(g) Clause 15.9(h) applies to an employee other than a part-time employee whose roster is changed in a particular week for a one-off event that does not constitute an emergency and then reverts to the previous roster in the following week.

(h) The employer must pay the employee at the overtime rate specified in Table 11—Overtime rates for any extra time worked by the employee because of the roster change in clause 15.9(g).

This shift tag is applicable to full time and casual employees when the roster is changed for a one-off event as outlined under clause 15.9(g).

Before the application of the shift tag:

After the application of the shift tag:

📜 19.5 Travelling time reimbursement

(a) Clause 19.5 applies to an employee who on any day is required to work at a place other than their usual place of work.

(b) The employer must pay the employee at their ordinary rate of pay (or at 150% of that rate on a Sunday or public holiday) for time spent travelling both ways between the employee’s residence (or, if the employer provides transport from a pick up point, between that pick up point) and the other place of work in excess of the time normally spent in travelling to and from their usual place of work.

To use the tag split the time in the timesheet or have the employee clock their travelling time separate from the time worked in store:

Then apply the 'Travelling Time' shift tag to the relevant travel periods:

Through the application of the 'Travelling Time' shift tag, the time spent travelling will not contribute to daily and period hours worked totals.

The 'Travelling Time' tag will also apply the rate of 50% for time spent travelling on Sunday and Public Holidays as outlined by clause 19.5(b):

📜 19.11 Recall allowance

(a) Clause 19.11 applies to an employee who for any reason is recalled to work by the employer to perform specific duties on a day on which they:

(i) have completed their normal roster; or

(ii) did not work.

(b) Unless otherwise agreed between the employer and the employee, the employer must pay the employee at the appropriate rate of pay for whichever of the following is the greater:

(i) the time between when the employee leaves their place of residence until they return there;

(ii) 3 hours.

When an employee is recalled apply the Recall tag against the hours the employee worked in the timesheet:

Before the application of the shift tag:

After the application of the shift tag:

The recall tag will also automatically apply the 3 hour minimum engagement as outlined under clause 19.11(b)(ii) when required:

As the clause requires that an employee be paid at the "appropriate rate of pay", the applicable automated penalties and overtime conditions will apply when the Recall tag is applied. Please see the below example of the 'After 6pm Penalty' applying during recall:

The automated overtime conditions under the Recall shift tag are:

When an employee classified as a 'High School Student' is on school holidays meaning that a weekday becomes a non-school day, there is a shift tag that can be applied in the timesheet to ensure the 3 hour minimum engagement can be applied.

The shift tag is called 'Non-School Day' and to use the tag it must first be saved to the employee profile by navigating to Workforce > Staff > (Employee Name) > Payroll > under ‘Additional Tags’ select Non-School Day > the click Update Employee Details:

Then apply the shift tag via the Select Tag dropdown when required.

Before the application of the shift tag:

After the application of the shift tag:

📜 21.3 Time off instead of payment for overtime

(a) An employee and employer may agree in writing to the employee taking time off instead of being paid for a particular amount of overtime that has been worked by the employee.

(b) The period of time off that an employee is entitled to take is equivalent to the overtime payment that would have been made.

When an employee has an agreement with their employer that overtime worked can be accrued as time off equivalent to the amount for which payment would otherwise have been made, they are agreeing to 'Time Off In Lieu' (TOIL).

To categorise time worked as TOIL, the shift must be tagged as ‘TOIL’ so that time off is accrued instead of overtime being paid out.

The overtime hours that have had the TOIL tag applied to them will no longer cost in the timesheet.

Please see the below example of the application of the TOIL shift tag for a full time employee that has worked in excess of 9 ordinary hours.

Before application of a TOIL shift tag:

After application of a TOIL shift tag:

To apply shift tags on the Timesheets, you must first have the Award Tag feature turned on. Turning on this feature will give you the drop-down box on timesheets from which shift tags can be selected.

To turn this feature on, navigate to Settings > Timesheets > Show Advanced Settings > select the box next to Show an extra dropdown to adjust a shift cost (Award Tag).

Once you have turned on the setting, you will see the additional shift tags drop down in the timesheet:

To use shift tags in an employee timesheet, you will first have to add the shift tag to the employee's profile.

To do this go to Time & Attendance > Staff > (Employee Name) > Pay Conditions > Edit Current Pay Conditions > under Additional Tags select the appropriate shift tag > click Confirm Changes.

Please see the below example where the 'Recall' and 'Recall Telephone' tags are being added to the employee profile.

Once you have saved the tags to the employee profile, they will become available to select from the shift tag drop down in the timesheet:

The below allowances will automatically apply on timesheets when the Allowance Tag has been saved to the Employee Profile and the conditions of Applies When have been met.

For the allowances listed above to automatically apply to an employee’s timesheet, you will need to add the allowance to their Employee Profile.

To do this, go to Workforce > Staff > (Employee Name) > Payroll > under Allowances/ Penalties search for the relevant allowance > add this to the employee’s profile > then click Update Employee Details.

For example, see the selection of the First Aid Allowance (Weekly) below:

Once the tag has been saved to the profile, the allowance will apply to the first shift worked of the week:

Some allowances will not apply unless specifically added to the timesheet.

These allowances are set up to be manual as it is not predictable when these allowances would be applicable. The manual allowances under the award are:

The below allowances are managed via award rules and applied via shift tag:

Please see Award Template Tags for further information.

To apply a manual allowance, go to the relevant employee's timesheet ad click on the blue + Add button under the start and finish times as shown below:

Then, from the drop-down, select the manual allowance you wish to apply:

Enter the number of units you wish to apply then press the 'Save Allowances' button to apply it to the timesheet. Tanda will calculate the total cost of the allowance for you:

Once saved, the allowance will now apply to the day's timesheet:

For further details on utilising allowances and shift tags, please see Applying Allowances and Shift Tags to Timesheets.