Using this guide:

The guide demonstrates how Tanda assists to meet the requirements of the award.
Highlighted Text beginning with the '📜' icon shows the relevant clause in the Award.
This guide details the most common sections of the Award. To view the full Award please refer to the Clerks - Private Sector Award 2020 on the Fair Work Ombudsman website.
This guide was last reviewed on Monday 13 October 2025.

This article will cover the below aspects of the Clerks - Private Sector Award Template:

Enabling the Managed Template
Classification of Staff
- Selecting an Employment Type
- Selecting a Classification / Level
Setting Up a Full Time Employee
Setting Up a Part Time Employee
Setting Up a Casual Employee
Paying Above Award
Junior Employees
Higher Duties

Rostering

Accessibility of the Roster
Managing Changes to the Roster
Roster Warnings
Adding Rostered Days Off to the Roster

Breaks

Meal Break and Rest Break
- Breaks for Day Workers
- Breaks for Shiftworkers

Timesheets

Penalty Rates and Overtime

Day Workers
- Automatic Penalty Conditions
- Automatic Overtime Conditions
Shiftworkers
- Automatic Penalty Conditions
- Automatic Overtime Conditions

Minimum Engagements

Part Time Employees
Casual Employees
Sundays
Public Holidays
Non-rostered Day Minimum Engagement

Award Template Tags

Getting Set Up To Use Shift Tags

Allowances

Automatic Allowances
Manual Allowances

Further Information

Configuring the Managed Template

This section of the guide will take you through the options available for configuring employees under the Clerks - Private Sector Managed Template.

Enabling the Managed Template

To utilise the Clerks - Private Sector Managed Template in your account, you will first need to enable the Managed Template.

To do this, navigate to Time & Attendance > Compliance > Award Template > Apply Template:

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

Under Apply an Award navigate to Clerks - Private Sector > click Enable:

Once the Award Template has been enabled, you have the option to add staff to the Managed Template via the + Add Staff to Award button:

If you need to review or update settings in your account, including automatic breaks and public holidays, please see the article Configuring Settings.

Classification of Staff

To pay an employee under the Clerks - Private Sector Managed Template, you will need to map their pay conditions to the Managed Template.

To classify an employee under the Clerks - Private Sector Managed Template, navigate to Workforce > Staff > (Employee Name) > Pay Conditions > Then under Industry Award select Clerks - Private Sector:

Once the Clerks - Private Sector Managed Template has been assigned to the pay conditions, the Employment Types and Classifications/ Levels available under the Managed Template will populate via drop-downs for each selection.

An Employment Type is a tag that associates the applicable pay conditions (award rules) such as penalties and overtime to an employee.

An example of this kind of tag is Full Time.

A Classification/ Level is a tag that will pay the employee their base rate which all penalties and overtime is calculated off. An example of this is Level 3.

Please see below for further details on the available Employment Types and Classifications in the Children's Services Managed Template:

Selecting an Employment Type

For each employee, one of these tags must be entered into their profile under 'Employment Type'.

The Employment Types that are available in the Managed Template will populate via the drop-down in the Employment Type field:

The below employment types are available in the Clerks - Private Sector Managed Template:

Day Workers

Full Time
Part Time
Casual
Salaried

Shiftworkers

Full Time Shiftworker
Part Time Shiftworker
Casual Shiftworker

Selecting a Classification / Level

You will also need a pay grade for each staff member, to be selected under 'Classification/Level'.

The Classifications/ Levels that are available in the Managed Template will populate via the drop-down under the Classifications/ Levels field:

The below Classifications/Levels are available in the Clerks - Private Sector Managed Template:

Level 1 Year 1
Level 1 Year 2
Level 1 Year 3
Level 2 Year 1
Level 2 Year 2
Level 3
Level 4
Level 5
Call Centre Principal Customer Contact Specialist
Call Centre Technical Associate

The above Classifications/ Levels facilitate the appropriate rates per the rounding details provided in the Fair Work Ombudsman Pay Guide for the CLerks - Private Sector Award 2020.

The base rates are increased in line with the Pay Guide annually and the new rates will always take effect from the first full pay period on or after the date stipulated by the Fair Work Commission.

Please refer to the Salaried Staff article for information specific to configuring salaried staff in Tanda.

Setting up a Full Time Employee

Per clause 9.1 of the Clerks - Private Sector Award full time employees are to be engaged to work 38 hours per week or the number of hours that is considered to be full time at the workplace.

📜 9. Full-time employees

9.1 Each of the following is a full-time employee:

(a) an employee who is engaged to work 38 ordinary hours per week; or

(b) an employee who is engaged to work the number of ordinary hours (fewer than 38) per week that is considered full-time at the workplace by the employer.

The Minimum Paid Hours feature in the Clerks - Private Sector Managed Template can be used to manage this condition.

This feature requires that the Contracted Weekly Hours field in the employee profile be populated:

By default, this functionality will be disabled in the Clerks - Private Sector Managed Template. If you would like to enable the minimum paid hours functionality please see below for further details.

To enable the Minimum Paid Hours Feature, navigate to the Children's Services Managed Template via Time & Attendance > Compliance > Children's Services → Manage

Select Edit under Manage Award Conditions:

The Minimum Paid Hours toggle will be blue. This indicates that the feature is currently disabled:

Click the Minimum Paid Hours toggle, the toggle will go from blue to grey. The grey toggle indicates that the feature is enabled:

Click the green Save button to save the changes.

You will then be able to see that the Minimum Paid Hours feature has been enabled from the main page of the Clerks - Private Sector Managed Template under Manage Award Conditions:

The Minimum Paid Hours feature will then automatically top up the timesheet when a full time employee works less than the contracted weekly hours.

In the below example, the employee has worked 34.5 ordinary hours in the week. The employee's Contracted Weekly Hours have been set to 38.

The Minimum Paid Hours feature will automatically top up the employee to the required 38 hours for the period:

Setting up a Part Time Employee

The Clerks - Private Sector Award outlines that Part Time employees are to agree on the hours to be worked each week, including the number of hours to be worked each day, the days of the week the employee will work and the starting and finishing times for each day.

📜 10.1 A part-time employee is an employee who is engaged to work for fewer ordinary hours than 38 per week on a reasonably predictable basis.

📜10.2 At the time of engaging a part-time employee, the employer and employee must agree in writing on all of the following:

(a) the number of hours to be worked each day; and

(b) the days of the week on which the employee will work; and

(c) the times at which the employee will start and finish work each day.

The requirements for Part Time employees can be configured and managed in Tanda, please see below for further details:

Configuring Regular Hours of Work

Clause 10.2 can be managed by setting Regular Hours of Work in the employee profile.

To record a part time employee's regular pattern of work in Tanda, navigate to Workforce > Staff > (Employee Name) > Pay Conditions > Select Edit Current Pay Conditions > click + Week:

Enter the applicable hours in the below fields including shift times, meal breaks and the teams the employee will work their regular hours in.

Once all the relevant contracted hours have been entered select 'Done' and 'Confirm Changes'

Please see the below employee with a regular pattern of work totalling 18 hours per week:

If a Part Time employee then works beyond the contracted hours set in the Regular Hours of Work, overtime will automatically apply in the timesheet per clause 10.6.

📜 10.6 All time worked in excess of the number of ordinary hours agreed under clause 10.2 or as varied under clause 10.3 is overtime and must be paid at the overtime rate in accordance with clause 21—Overtime (employees other than shiftworkers).

Please see the example below where a Part Time employee has worked beyond their regular hours of work:

For further details on this overtime condition please see here.

Managing Variations to the Regular Hours of Work

Any variations to the Regular Hours of Work are to be recorded in writing in accordance with clause 10.3.

📜 10.3 Changes to the number of hours to be worked under clause 10.2(a), or to the times at which the employee will start and finish work each day under clause 10.2(c), must be agreed in writing between the employer and employee.

An agreed variation to a Part Time employee's regular pattern of work per clause 10.3 can be recorded in Tanda.

A record of the agreement, including the time it was agreed to, can be captured in either of the below ways:

On the Tanda Mobile App if the variation is known prior to the shift commencing; or
On the employee time clock app when the variation is not yet agreed to prior to commencing the shift.

In order to record variations to the regular hours of work this way, you will need to enable the Shift Acceptance feature. Please see below for details on how to do this.

Enabling Shift Acceptance

To enable the Shift Acceptance feature, please see the steps below:

Navigate to Settings & Configuration > Roster Settings
Under Validations locate Missing Regular Hours of Work > Manage Blocking of Missing Regular Hours
Toggle Shift Acceptance to ON. A blue toggle indicates that shift acceptance has been enabled.
In the Applies to section, select the relevant Part Time tags

Once Shift Acceptance has been turned on, you will also need to enable Shift Acknowledgement. This is how employees will accept or decline the variation in the mobile app.

To enable Shift Acknowledgement, please see the steps below:

Navigate to All Settings > Rosters
Locate the Shift Acknowledgement setting
Tick the box to toggle on
Update Settings

Then you will need to ensure your Part Time employees have been set up with regular hours of work in the employee profile. For details on how to set this up, please see here.

If an employee is then rostered outside of the contracted hours of work, they will be prompted to accept the variation in the mobile app:

If the employee accepts the shift variation the rostered hours will become the new regular hours of work for that shift.

If the employee declines the shift variation, the shift will revert to the regular hours of work for that day.

For more information on the Shift Acknowledgement and Shift Acceptance features please see the article: Have employees mutually agree to variations from their contract hours in the Tanda Help Centre.

Roster Validations

To prevent accidental variations from occurring, Tanda uses roster validations to flag variations to employee's regular hours of work.

To ensure the validations work correctly, you will need to ensure you have the correct validations enabled.

Navigate to the roster validation settings through All Settings > Rosters > Scroll to Validation.

The validations highlighted below relate to the regular hours of work:

If an employee is not rostered for their minimum base hours or is rostered outside their regular pattern of work, managers will be notified on the roster with a shift validation.

For more information on Roster Validations please see here.

Agreement to work additional hours outside of Regular Hours of Work

A part time employee may agree to vary the regular hours of work in accordance with clause 10.3.

When a Part Time employee agrees to work additional hours in excess of their regular pattern of work in line with clause 10.3 the Accepted Shift Variation tag can be used to record this agreement in the timesheet and pay the employee at ordinary rates for the additional time worked.

To utilise the Accepted Shift Variation tag you will first have to save it to the profiles of the applicable employees.

For further details on how to save shift tags to the employee profile please see here.

Once the Accepted Shift Variation tag has been saved to the profile, the tag can be used in the configuration of a shift question to automate the application of the tag in the timesheet when an employee has agreed to work additional hours.

For further details on configuring shift tags for regular hours of work variation shift questions, please see here.

Alternatively, the Accepted Shift Variation tag can be added to the timesheet manually via the shift tag drop-down:

Before application of the accepted shift variation tag:

After application of the accepted shift variation tag:

The above is also how the shift tag will display in the timesheet when it has been applied via a shift question.

Setting up a Casual Employee

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

Casual Loading

📜 11. Casual Employees

11.1 An employer must pay a casual employee for each hour worked a loading of 25% on top of the minimum hourly rate otherwise applicable under Clause 16 - Minimum rates.

Under the Clerks - Private Sector Award, casuals are entitled to a loaded rate at the multiplier of 1.25x. Casual loading in Tanda is applied using the multiplier method.

In the Employee Profile in Tanda, the casual rate is expressed in the Monday to Friday pay rate with the base hourly rate showing the rate without the loading added. This is demonstrated in the image below:

The base hourly rate is always expressed as 1.25x on the timesheet and where applicable, penalty rates are expressed with the additional casual loading amount.

Paying Above Award

If employees are paid a base rate higher than the Award rate, you may enter the employee's base rate in the Overriding hourly rate field in the pay conditions:

This will override the hourly rate in the Managed Template and penalty rates and overtime will be calculated from this new rate.

For further information please see the help article Pay Above Template.

Junior Employees

A junior employee under the Clerks - Private Sector Award is paid a percentage of the applicable minimum rate as set out below:

📜16.4 Junior Employees

An employer must pay an employee who is aged as specified in column 1 of Table 4—Junior rates, at least at the percentage specified in column 2 of the minimum rate that would otherwise be applicable under Table 3—Minimum rates:

When setting up an employee's profile, please ensure their date of birth has been correctly entered. Tanda will automatically use the date of birth on the profile to determine the applicable base rate.

For example, if an employee is 16 years of age Tanda will automatically apply the correct rate for the classification. Please see the below:

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.

For further information on setting up your employees in Tanda please see the article Assign Payroll Classifications to Staff.

Higher Duties

Under the Clerks - Private Sector Award, an employer is required to pay an employee who performs duties of a higher classification at the higher classification rate.

📜 19.3 Higher duties allowance

The employer must pay an employee required to perform any of the duties of a higher classification for more than one day at least the minimum rate applicable to the higher level under this award.

Higher duties can be configured and managed in the Managed Template settings.

You can access higher duties via Time & Attendance > Compliance > Clerks - Private Sector > Higher Duties:

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

Automatically based on the team a shift is worked in. This is achieved by configuring the applicable team name on the higher duties jump. For further details see How to Configure Higher Duties for Teams.
Manually by allocating the higher duties tag on a timesheet. To learn how to apply higher duties via shift tag, please see Applying Higher Duties on Timesheets.

Note: The application of the higher duties rate for the entire day is automated when the employee works the entire day in one team.

The application of the higher duties rate for the entire day is not automated when an employee works across teams.

Rostering

Accessibility of the Roster

To ensure accessibility of the Roster, rosters can be published to the below options:

SMS
Email
Mobile App
Online by logging in at my.tanda.co

Managing Changes to the Roster

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 Allow employees to acknowledge their worked hours.

Roster Warnings

Roster warnings can be configured to notify managers of rostering and overtime breaches at a rostering level.

For more information on rostering in Tanda, please see Get Started: Rosters.

Adding Rostered Days Off to the Roster

Under the Clerks Award, employees other than shiftworkers are entitled to overtime for working on a rostered day off:

📜 21. Overtime (employees other than shiftworkers)

21.1 An employer must pay an employee at the overtime rate for any hours worked at the direction of the employer:

...

(d) for overtime worked on a rostered day off that is not substituted or banked

This automated functionality has been added to the Clerks Award Managed Template. These changes are applicable to the below day worker employment classifications:

Full Time
Part Time
Casual

To categorised a shift as a 'Rostered Day Off' go to 'Rosters' in Tanda and view the roster via the 'Staff View' drop down on the roster viewing menu:

Select the day that is the RDO and click the 'Roster Day Off' button:

The day will now be marked as a rostered day off in the roster:

The times in the Roster Day Off field can be edited to reflect the accurate 24 hour period the employee will be on an RDO:

If there are no times entered the default will be midnight to midnight.

If the employee then subsequently works on a day that has been categorised as an RDO in the roster, they will incur overtime for all hours worked. For further details please see here.

Breaks

Under the Clerks - Private Sector Award, an employee is entitled to unpaid meal breaks and paid rest breaks per the below:

Meal Breaks and Rest Breaks

When you enable the Clerks - Private Sector Award Managed Template, you will also enable the default break rules. The break rules will auto-populate breaks for any staff under the Managed Template.

The Break Rules configured for the Clerks - Private Sector Managed Template can be viewed by navigating to Time & Attendance > Compliance > Clerks - Private Sector > Breaks:

For further details on the specific break rules that apply to employees under the Clerks - Private Sector Managed Template, please see below:

Break Rules for Day Workers

📜15. Breaks (employees other than shiftworkers)

15.1 Clause 15 applies to employees other than shiftworkers and gives them an entitlement to meal breaks and rest breaks.

NOTE: Breaks for shiftworkers are set out in Part 6—Shiftwork.

15.2 An employee who is required to work the number of hours on any one day specified in an item of column 1 of Table 2—Entitlements to rest break(s) is entitled to a break or breaks as specified in column 2.

15.3 An employee who works more than 5 hours at a time is entitled to one 30 to 60 minute unpaid meal break, to be taken within the first 5 hours of work and within 5 hours after resuming work after a meal break.

Note: The paid rest break for more than 4 hours of overtime on Saturday per Table 2-Entitlements to rest break(s) is not automated in the Clerks - Private Sector Managed Template.

The functionality used to automate the break rules in the Managed Template does not support the ability to scope breaks to specific days of the week. On this basis, the default break rules will apply to all days of the week.

If the manager knows more than 4 hours of overtime will be worked on Saturday ahead of time, the roster can be updated to reflect the appropriate paid rest break.

If not known ahead of time, the employee can be directed to take the required rest break on the day.

The default Break Rules for employees other than shiftworkers will populate per the below on enablement of the Clerks - Private Sector Managed Template:

Break Rules for Shiftworkers

📜 27. Breaks for shiftwork

27.1 Clause 27 gives employees working shifts an entitlement to meal breaks and rest breaks.

27.2 An employee working a shift defined in clause 25.1 is entitled to one 20 minute paid meal break per shift which is to be:

(a) taken within 5 hours of starting the shift; and

(b) counted as time worked.

27.3 Paid rest break

(a) An employee required to work more than 3 ordinary hours and fewer than 8 ordinary hours is entitled to one paid 10 minute rest break.

(b) An employee required to work 8 ordinary hours or more is entitled to 2 paid 10 minute rest breaks.

(c) An employee working more than 4 hours overtime on Saturday morning must be allowed a paid 10 minute rest break.

(d) The employer is responsible for determining the suitable time for taking a rest break in accordance with clauses 27.3(a) and 27.3(b).

NOTE: Where suitable to business requirements, the employer will arrange for an employee who is entitled to 2 paid rest breaks to take one rest break before and one rest break after their paid meal break.

Note: The paid rest break for working more than 4 hours overtime on Saturday morning is not automated in the Clerks - Private Sector Managed Template.

If the manager knows more than 4 hours of overtime will be worked on Saturday ahead of time, the roster can be updated to reflect the appropriate paid rest break.

If not known ahead of time, the timesheet can be updated to capture the appropriate paid rest break.

The default break rules for shiftworkers will populate per the below on enablement of the Clerks - Private Sector Managed Template:

For further information on managing and configuring break rules in Tanda, please see the help article Setting up and Managing Automatic Breaks.

Using the Break Template will assist in automating the rostering of breaks to meet the requirements under the Award.

Proactive alerts can also be set up to be sent to managers during the shift regarding the taking of breaks. These are known as, Key Alerts To find out more about configuring Key Alerts, see Receive alerts for variances and compliance breaches.

For further information on automatic breaks please see the Setting up and managing automatic breaks article in the Help Centre.

For further information on managing and configuring break rules in Tanda, please see the help article Setting up and Managing Automatic Breaks.

Using the Break Template will assist in automating the rostering of breaks to meet the requirements under the Award.

Proactive alerts can also be set up to be sent to managers during the shift regarding the taking of breaks. These are known as, Key Alerts To find out more about configuring Key Alerts, see Receive alerts for variances and compliance breaches.

For further information on automatic breaks please see the Setting up and managing automatic breaks article in the Help Centre.

Timesheets

Once the employee classification has been set up, the rules applicable to that worker will now apply on the employee's Timesheet when a shift is worked.

So, for example, an 8am to 5pm shift on a Monday will demonstrate the ordinary hours worked on this day for a Full Time employee as per below:

Penalty Rates and Overtime

Day Workers

The below details the automated penalty rates and overtime conditions applicable to employees engaged as a day workers.

Automated Penalty Conditions

Work on a Saturday

📜 24.2 Saturday

An employer must pay an employee at the rate of 125% of the minimum hourly rate for ordinary hours worked on a Saturday.

The Saturday penalty rate will automatically apply in the timesheet for ordinary hours worked on Saturday:

Public Holidays

📜 24.4 Public holidays

(a) An employer must pay an employee at the rate of 250% of the minimum hourly rate for hours worked on a public holiday or a substituted day.

Penalty rates for working on a public holiday will apply automatically on days that have been configured to be a public holiday in Tanda.

For further information on configuring public holidays please see Configure public holidays regions.

Missed Meal Break Penalty

📜 15.4 An employer must pay an employee who is required to work through their meal break 200% of the minimum hourly rate from when the meal break would have commenced until a meal break is allowed.

Missed Meal Break conditions have been configured in the Clerks - Private Sector Managed Template per clause 15.4.

If a full time, part time or casual employee is required to work through their meal break, they will automatically incur overtime from the 5th hour of work until a meal break is taken or the the shift ends.

Note: Per Clause 15.4 the Missed Meal Break penalty is to be paid from when the break should have commenced.

The functionality currently used to automate the Missed Meal Break penalty will apply the penalty from the 5th hour of work not from when the Meal Break would have commenced. This aspect of clause 15.4 will be manual in Tanda.

Please see the below example of the missed meal break rules applying when the required break is taken late:

Please see the below example of the missed meal break rules applying when the required break is not taken:

Note: If an employee commences the missed meal break penalty during ordinary hours, the penalty will calculate as ordinary time. If the employee then subsequently works into a period of overtime, the missed meal break penalty will calculate as non-ordinary time.

Rest Period After Working Overtime

Note: The Break Between Shifts penalty is applicable to the Full Time and Part Time employment types.

Clause 22.3 sets out the rest period requirements after working overtime for day workers.

📜 22.3 Despite clause 22.2 but subject to clause 22.4, where an employee, due to overtime worked, would be required to start working their ordinary hours without having had 10 consecutive hours off duty:

(a) the employer must release the employee from duty after finishing the overtime until the employee has had 10 consecutive hours off duty; and

(b) the employee must not suffer any loss of pay for any ordinary hours that the employee did not work as a result of being released from duty in accordance with clause 22.3(a).

If an employee is required to commence work after working overtime and has not had the required 10 hour break between shifts, they will automatically incur a break between shifts penalty per clause 22.4(a).

📜 22.4 If, at the direction of the employer, an employee continues work or resumes working ordinary hours without having at least 10 consecutive hours off duty in accordance with clause 22.3, then all of the following apply:

(a) the employer must pay the employee at 200% of the employee’s minimum hourly rate until such time as the employee is released from duty; and ...

Note: The break between shifts penalty will be treated as ordinary hours when the employee would have otherwise been working during ordinary time or non-ordinary if the employee would have otherwise worked in an overtime period.

Automated Overtime Conditions

Please see below for further details on the overtime conditions that have been automated in the Managed Template:

Full Time

In excess of 38 ordinary hours averaged over the period (Clause 21.1(a))
In excess of 10 hours in a day (Clause 21.1(b))
Outside spread of hours (Clause 21.1(c))
Working on a rostered day off (Clause 21.1(d))

Part Time

In excess of 38 ordinary hours averaged over the period (Clause 21.1(a))
In excess of 10 hours in a day (Clause 21.1(b))
Outside spread of hours (Clause 21.1(c))
Working on a rostered day off (Clause 21.1(d)
In excess of regular hours (Clause 21.1(d)

Casual

In excess of 38 ordinary hours averaged over the period (Clause 21.1(a))
In excess of 10 hours in a day (Clause 21.1(b))
Outside spread of hours (Clause 21.1(c)
Working on a rostered day off (Clause 21.1(d)

Clause 21.4 sets out the overtime rates applicable to Full Time, Part Time and Casual employees when they work overtime.

📜 21.4 Payment for working overtime

(a) The overtime rate in clause 21.1 is the relevant percentage specified in column 2 for full-time and part-time employees and column 3 for casual employees of Table 5-Overtime rates for employees other than shiftworkers (depending on when the overtime was worked as specified in column 1), calculated daily.

The above conditions will automatically apply in Tanda when applicable. For further details on the application of each automated overtime condition please see below.

Working in Excess of Weekly Hours

When an employee works in excess of 38 hours in a week, they will automatically incur overtime in the timesheet after the 38th hour of work:

For details on how to update the overtime averaging period in Tanda please see the article Overtime Averaging.

Working Outside the Spread of Hours

Clause 13.3 sets out the ordinary hours span for day workers.

📜 13.3 Ordinary hours may be worked between:

(a) 7.00 am and 7.00 pm on Monday to Friday; and

(b) 7.00 am and 12.30 pm on Saturday.

If an employee works outside of the prescribed ordinary hours span, they will automatically incur overtime for working outside the spread of hours.

Note: By default, all time worked on a Sunday will be treated as Outside Spread of Hours overtime.

A Day Worker may work ordinary hours on Sunday by agreement only per clause 13.5(b):

📜 13.5 Setting ordinary hours by a different award

(b) The employer may direct the employees mentioned in clause 13.5(a)(i) who are covered by this award to perform work within the spread of ordinary hours prescribed by the modern award that covers the majority of employees at the workplace.

If the employee is subject to a different spread of hours in accordance with clause 13.5 which permits ordinary hours to be worked beyond the spread of hours set out in clause 13.3. An Individual Flexibility Agreement (IFA) can be configured to automate the agreed span that applies to an employee.

For further details on the Individual Flexibility Agreement (IFA) feature and how to configure agreements in your account, please see here.

Working on a Rostered Day Off

If an employee is required to work on a day that has been categorised as an RDO in the roster, they will automatically incur overtime for all hours worked on the RDO.

If the employee starts working prior to the set RDO period then the time worked prior will be paid at ordinary hours rates.

In this example, the RDO commenced at 9.00am and the employee commenced at 7.00am so there are two hours of work paid at ordinary hours rates prior to the overtime applying:

For further details on how to categorise a a Rostered Day Off in the roster, please see here.

Working in Excess of Regular Hours

Note: This overtime condition is applicable to Part Time employees only.

A Part Time employee will incur overtime for working outside of the Regular Hours of Work that have been set in the employee profile.

For further details on how to configure a Part Time employee's regular hours of work please see here.