Product-Specific Terms

How These Terms Apply

These terms supplement the Customer Subscription Agreement and apply when the relevant feature is enabled for or used by a Customer, including when TaskForceOne enables it by default. They prevail over the Customer Subscription Agreement only for a direct conflict about that feature.

Award Engine and Labour-Cost Outputs

When enabled, TaskForceOne's Award Engine applies documented software rules to Customer-supplied information. It can produce four different kinds of output:

• rate previews, which show possible rates for selected inputs but do not interpret a shift;
• roster estimates, which forecast planned labour cost using stated assumptions;
• timesheet interpretations, which use recorded work and break information; and
• payroll or export results, which use approved interpretations, mappings, and any supported adjustments.

These outputs are separate. Support for a rate preview does not mean roster, timesheet, or payroll interpretation is supported for the same Award or condition.

Pay and labour-cost features may be enabled by default for an organisation. A default does not select an Award, classification, employment type, or pay arrangement for a worker; the Customer must configure and verify each worker's pay details. An organisation owner may turn the feature off in Payroll Settings. Turning it off hides the relevant pay details and labour-cost outputs while preserving saved pay details and payroll settings.

Supported rules and capability guides

Only a condition expressly described as supported in the applicable Award Capability Guide is a supported rule. The current guides cover the Restaurant Industry Award and Hospitality Industry (General) Award. Each guide states the supported employee groups, calculation products, assumptions, known limits, source dates, and implementation version.

A completed output, or the absence of a warning, does not mean every legal condition has been identified. Conditions not listed as supported, and any result marked blocked or incomplete, must be reviewed and handled outside the Award Engine. ROVYN may limit or block an output when required information is missing or a condition is unsafe to automate.

Customer decisions and review

The Award Engine does not decide which modern award, enterprise agreement, classification, employment type, pay point, allowance, exemption, annualised-wage arrangement, individual flexibility arrangement, or other obligation applies to a worker. ROVYN is not the Customer's employer, payroll agent, industrial-relations adviser, or final pay approver.

The Customer must:

• obtain its own legal, payroll, tax, and industrial-relations advice where needed;
• select the correct coverage, classification, employment type, rules, and effective dates;
• provide accurate rates, hours, regular-hours arrangements, breaks, locations, public holidays, allowances, and employee information;
• review the capability guide, source dates, assumptions, warnings, blocked or incomplete results, and changes between versions;
• check each relevant pay period against the applicable instrument and the employee's actual working arrangements; and
• correct errors, make any required back payment or adjustment, and approve final pay through its payroll process.

Customer-defined rates and rules

Customer-defined inputs can include an employee base rate, a rate above or below a stored minimum, regular working hours, custom public holidays, allowance rates, mappings, and other manual settings. The Award Engine treats those values as calculation inputs. ROVYN does not approve them, decide whether they are lawful, or monitor them for changes to an award, agreement, contract, or employee arrangement.

A warning acknowledgement for a below-minimum rate does not make the rate lawful, waive an employee entitlement, or transfer the Customer's payment obligations to ROVYN. Unless the product expressly says otherwise, the entered rate remains the calculation input so the discrepancy stays visible rather than being silently changed.

Updates, versions, and corrections

Awards, pay guides, interpretations, and payroll-provider behaviour can change. ROVYN uses reasonable care to review, test, and effective-date supported updates, but does not promise that every change will be available immediately. The Customer must check the source date and rule version shown in the product and apply any change not yet supported.

An update does not automatically reopen, recalculate, or correct an approved, exported, or historical result unless the product expressly says it does. The Customer must review affected periods and make any required correction or back payment. ROVYN may correct, suspend, or withdraw a rule or output where it identifies an error, ambiguity, safety concern, or source change. Material changes to these terms or the service remain subject to the notice provisions in the Customer Subscription Agreement.

Award-specific limits

Award outputs are estimates and workflow aids, not legal advice, a compliance certification, or a guarantee of wages payable. ROVYN does not promise that the Award Engine covers every clause or employee circumstance, will be error-free, or will identify every underpayment or overpayment.

Subject to non-excludable law and the liability terms in the Customer Subscription Agreement, ROVYN is not responsible for an Award-related underpayment, overpayment, back payment, interest, penalty, claim, professional fee, or correction cost to the extent it is caused by a Customer selection or input, a Customer-defined rule, an unsupported circumstance, a warning or incomplete result that was not addressed, a failure to review or correct an output, or a third-party payroll result. This allocation does not excuse ROVYN from responsibility to the extent a loss is caused by ROVYN's own breach, negligence, fraud, or wilful misconduct.

Payroll Exports and Integrations

Payroll integrations may exchange employee identifiers, settings, pay items, leave information, timesheets, and export status with Xero, MYOB, or another provider marked as supported in the product. Availability and supported operations can differ by provider, subscription, or provider API.

The Customer authorises the exchange when it connects an integration and must verify the selected organisation or company file, employee mappings, earnings rates, pay calendars, leave types, exported hours, and provider response before processing payroll. An accepted or successful API response does not confirm that payroll is legally or factually correct.

Third-party outages, authorisation expiry, API changes, rate limits, and partial failures may delay or prevent an export. ROVYN may retain request, response, status, and error records to support reconciliation and troubleshooting. The Customer must not submit the same payroll data twice without checking whether an earlier export partially succeeded.

GPS Clock-In and Geofencing

When GPS clock-in is enabled, the service may record a precise point submitted by the user's device at clock-in, including latitude, longitude, reported accuracy, and calculated distance from a configured workplace.

If a location-radius rule applies, the service may reject a mobile clock-in when the reported point is outside the configured radius or required location is unavailable. Device conditions and mapping data can make location records inaccurate. The feature is not a guarantee that a person was at a location or performed work.

The Customer decides whether to enable location collection and is responsible for necessity, proportionality, workplace-surveillance notices, policies, consultation, consents, signage, alternatives, access, and retention required by applicable Commonwealth, State, or Territory law. ROVYN does not authorise covert or unlawful surveillance. Customers must provide a non-GPS process where required by law or workplace arrangement.

Messaging and Attachments

Messaging is intended for ordinary workplace coordination. It is not designed as an emergency service, whistleblower hotline, medical-record system, or privileged legal-communications system. Delivery, push notifications, read indicators, and attachments may be delayed or unavailable.

The Customer must set appropriate workplace rules and permissions. Users should not place medical details, identity documents, payment-card information, passwords, or exceptionally sensitive allegations in general chats. Messages and audit metadata may be retained in the Customer's organisation record after a user is archived or de-identified.

Staff Requirements, Documents, and Signatures

TaskForceOne can help collect documents, licences, certificates, expiry dates, acknowledgements, and signatures. The Customer decides which records are required and must verify authenticity, validity, expiry, legal sufficiency, access restrictions, and retention. An electronic acknowledgement or stored signature may not satisfy every statutory or evidentiary requirement.

Automated Assistance and Human Review

Depending on Customer settings, TaskForceOne may apply a clock-in radius; round completed clock times; approve a timesheet that matches its scheduled shift within configured time and break tolerances; approve some leave or availability requests; or assign an eligible open-shift claim without separate manager approval. Other features may calculate estimates, detect conflicts, issue warnings, or suggest workflow actions.

These outputs depend on the available data and configured rules. They may be incomplete, delayed, or wrong. The Customer must review relevant records and maintain meaningful human oversight for decisions that materially affect hiring, rostering, discipline, performance, termination, classification, working hours, or pay.

The Customer must not use a TaskForceOne output as the sole or determinative basis for a significant employment decision without checking the source data, configuration, context, applicable law, and the affected person's opportunity to raise an error.

Preview and Beta Features

A feature identified as preview, early access, trial, or beta may change or be withdrawn and may have limited support. The Customer should not rely on it for a critical payroll, safety, or legal workflow unless ROVYN expressly agrees otherwise in writing.

Contact

Questions about supported behaviour or rule coverage can be sent to [email protected].