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Bindle

3.7
4
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8
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Bindle beats email and spreadsheets for tracking staff time off

Bindle is software that helps small business manage time off for their staff.

Bindle replaces the spreadsheet and email trail that most businesses still use to keep track of leave bookings and balances. On mobile or desktop, employees can check their balances, make bookings, and have them approved. Business owners, business admins, and team leads can see who is off and when at a glance.

Sign up for a free trial today - https://www.bindle.io (no credit card required)

Review

Bindle designs SaaS software that helps modernize HR workflows. For more information about Bindle see the about page. Some of the common questions asked by HR personnel about the tools they sell have been listed on the FAQ page. Bindle regulary publishes articles about good HR practices and new releases of its software. The articles treat subjects like undefined. The company has 4 employees. Bindle was founded in 2013.

Software features

Specialties

The Bindle blog specializes in HR Software, IT Development, Time off tracking, Leave Management, Staff Management and undefined.

Pricing

Pricing for Bindle depends on your company's needs. This will factor in the number of software users and the size of your organization. For all the pricing details check out the dedicated page. Bindle offers a trial period so you can make sure your HR needs match with the offer. The Bindle API is included in some pricing plans.

Security

You want your valuable and sensitive employee data to be in good hands. Bindle is very aware that security is a key aspect of HR sofware. On the security page your will find all the details. You might want to take a look at the Bindle privacy policy to get a better understanding on their internal security processes. The terms and conditions page outlines all the details. They also have a page about their cookies policy.

Interested?

If you are ready to choose Bindle as your HR solution or need additional information, you can reach their sales team by phone or email.

Location

Articles

How to calculate Paid Time Off (PTO) & Vacation Days
This article covers PTO calculations for the US. Head here if you'd like to calculate annual leave for Australia instead. How much paid time off or vacation time am I entitled to? In the USA, there’s no federal requirement to grant employees paid time off outside of the 10 mandated federal holidays. This means that the exact amount of PTO you’re entitled to can vary from workplace to workplace. However, the state or county you’re in may have laws that entitle you to a certain amount of sick leave. For example, Californian employers must allow employees to take up to 24 hours or 3 days paid sick leave per year. There are also extra requirements for paid time off provisions if you’re a contractor working with the federal government. Ultimately, this means that there are 3 key places you’ll need to look to understand how much vacation and PTO time you’re personally entitled to: State and County Legislation (for the bare minimum PTO you’re entitled to) Your employer’s PTO & Vacation policy (for understanding how your PTO is accrued, when you’re entitled to it and how to apply for it) Your own employment contract (for specific additional vacation entitlements you’re entitled to) How is Paid Time Off accrued and allocated? The 3 most common PTO systems in the US are based on: Traditional PTO Policies, which allocate a number of leave days for specific purposes, such as: Vacation Leave Sick Leave Bereavement Leave Jury Duty The exact number of days allocated for each will varies between workplaces, but is often accrued gradually over time or (less commonly) provided to employees as a lump sum on a set date each year. Whilst this is the most common form of PTO policy, it is declining in use due to the amount of tracking and administration required to keep track of all the different types of PTO that each employee claims. You may need to justify your leave with documentation (for example, from a medical professional) to claim paid time off if your organisation uses a more traditional PTO policy. PTO Bank/PTO Plan Policies, which typically lump all PTO into one pool which you can use for any purpose you choose. This leave can also be accrued gradually over time or provided in a lump sum and is relatively easy to manage as you usually don’t need to prove why you need to take the leave as it’s no longer relevant to your employer. However, it can lead to problems if you choose to use all of your PTO for a vacation and then fall sick for example, so most employees with a PTO Bank or Plan are encouraged to keep a few days spare wherever possible. Unlimited Leave Policies, which are far less common but growing rapidly in use amongst more progressive organisations, allow employees to take as much leave as they need so long as they are still able to perform their tasks adequately. Whilst you may expect that employees would go on vacation endlessly given this freedom, in practice, workplaces with unlimited leave policies tend to take fewer vacation days than similar workplaces with more traditional PTO policies. This is possibly due to perceived judgement from managers and coworkers (“everyone will think I’m lazy if I go on vacation”) or due to the fact that most organisations that currently employ such policies expect a high enough level of output from their employees that they do not feel time off is feasible (“I can’t go on vacation - I have too much work to do!”). How do I work out how much PTO I’ve accrued? If you receive your leave entitlements as a lump sum on a set date, it’s simple to work out how much PTO you’ve accrued - you gain the specified amount on the specified date (generally, a set date or the anniversary of your first day). If, however, your PTO is accrued gradually over time, it’s most likely going to be accumulated and measured in hours or days, so: A normal working week is 5 days (assuming you’re contracted to work 8 hours per day, that’s 40 working hours). If you receive 2 weeks PTO each year, this equates to 10 days (5 days × 2 weeks) Every calendar day you accumulate 0.22 hours of PTO (10 days x 8 hours / 365 days) So in this scenario, you’d accumulate less than 15 minutes of PTO each day. Let’s call this the accumulation rate. Two formulas give us your PTO entitlement in hours and days. Let’s say you’ve worked hard for 10 months and need some time off. We’re also going to assume that your normal working day is considered to be 8 hours. All you have to do is plug in the numbers. If you work part-time, you need to adjust the accumulation rate like this. For example, if you work 3 days per week your accumulation rate is calculated as follows. Other Things to Keep in Mind PTO will often have an expiry, meaning that if you don’t use your annual leave within a certain amount of time after receiving your entitlement, you may lose it. Alternatively, your employer may set a maximum amount of PTO you can accrue, which has a similar effect but is tracked slightly differently. Your employer may also have specific rules on how much time off you can take and when you can take it. Track Your PTO Automatically in Bindle Now you’ve got the hang of the formulas, you might be tempted to fire up Excel and create a spreadsheet. Hold that thought… We created Bindle to solve all the problems you hit when you try to manage Paid Time Off and Vacation days using email and spreadsheets. Bindle gives staff and managers direct access to request, view and manage their paid time-off. It’ll even sync up with your existing team calendars.
Use Bindle to track Work From Home days
Bindle is ideal for tracking all the different things that take people out of the office. Historically, this has meant things like PTO, Vacation and Sick Leave. Increasingly it includes days spent Working From Home. One of the first companies to use Bindle to track WFH days pointed out that their staff don’t require approval to book and change WFH days. They asked if we could make Bindle more flexible in this area. We were happy to oblige. Each time off entitlement now has a new setting ‘Do bookings against this entitlement require approval?’. If you uncheck this setting, your staff will be able to make and change bookings for the entitlement in question without approval. Like everyone else, their approver will just see booking details on the Wallchart and in the calendar feed. Note that all existing entitlements work exactly as before - nothing changes unless you make a change to your settings. If you’d like help setting up Bindle to track WFH days, please get in touch.
PTO Policy Generator
If you’re an administrator or owner of a growing business you might find that as your business begins to scale and you take on more workers that you might want to formalize the process of taking time off by putting in place a time off policy. By creating a clear time off policy you’re protecting both you and your employees and you’re helping your business run more smoothly. Here at Bindle we’ve made the process of creating a time off policy really simple by building a free time off policy generator, made especially for small business owners in the United States. This time off policy generator is specifically designed for businesses that want to put in place a type of policy whereby employees are entitled to take time off from a single bank of accrued time for whatever purposes they like, whether it be for vacation, sick leave, or to care for a family member who is ill, it doesn’t matter. This is commonly known as a “PTO policy”. Having a single bank of time to draw from reduces the burden of justifying the reason behind taking time off as all time off comes from the same allocation. So, be it for a doctor’s appointment, looking after a sick loved one, or an afternoon off because the surf is pumping, the reason becomes less important if the time off is coming from the one place. One possible positive side-effect of implementing this type of policy is that it may reduce the total number of sick days taken, as it potentially reduces the feeling among staff that separate sick day balances have been earned and are therefore “owed”. Some research suggests that while the administrative burden of implementing a PTO-type policy is lower than that of a traditional leave policy (where there are separate buckets of accrued time for each type of leave), staff members may have a harder time budgeting their PTO balances to ensure they have enough time remaining to take in case they fall ill, forcing them to come into work while sick, or to take blocks of unpaid time off1. You also need to be aware that in some states such as California and New Jersey, your workplace may need maintain separate sick leave balances in order to more easily comply with minimum paid sick leave laws. You should check the laws that apply to you. Here’s a list from the NCSL that may help you. If you do implement a PTO type policy, you will probably need an additional category of leave types that are separate from the PTO bank leave types. The policy generator we’ve created has clauses for unforeseen or “one-off” entitlements such as bereavement leave, voting leave, and jury duty. Ok, so assuming you’ve got your heart set on implementing a PTO-type policy, let’s go through the PTO policy generator we’ve created here at Bindle. Here’s a screenshot of what to expect… You simply enter your details, click “Generate” and you’ll get a lovely customised PTO policy in the form of a Word document you can then hand out to all your people. For free, you’ll get a PTO policy specifying things like: How far in advance employees are required to notify you when they want to request time off. How many days of PTO you offer. In the United States there are no Federal laws stating that you need to offer your employees paid time off so the amount you choose is up to you. Do be aware that some states require you to offer at least some paid sick leave, depending on the state. Qualification periods (if any). You can specify a qualification period if you don’t want new-starters to be able to take PTO straight away. How and when PTO accrued. You can specify the exact method and timing for when employees accrue their PTO. You can choose from: A little bit every day throughout the year (also known as “daily pro rata accruals”). A little bit at the end of each month (i.e. 1/12th of the annual allowance each month), or; As a single lump sum once each year on either January 1, on the employee’s qualification date, or on the anniversary of their employment. Carryover amounts from year to year. You can specify whether or not you would like to allow all, some, or none of an employee’s left over PTO balance from year to year. This amount can be expressed in days, or as a percentage of the remaining balance. You’ll need to be mindful of the laws in your state if you’re specifying that your employees cannot carry over all of their balances into the next year. For example, in California because paid vacation is a form of wages, employers cannot take any part of an employee’s PTO balance from them. The maximum amount of PTO your employees can accrue. You can choose to specify a cap on the amount of PTO your employees can accrue. This cap can be expressed as a number of days, or as a percentage of an employee’s annual allowance. Whether or not employees are entitled to take off more time than they’ve earned (i.e. go into the negative with their PTO balance). It is sometimes a good idea to allow this situation, especially in the case where a worker falls ill and has no time off remaining. They may feel the need to come into work and this may lead to the illness spreading throughout your workplace, leading to even more time off. The consequences could be even worse if you’re in the food service industry, for example. Holiday Schedule. The policy contains a table laying out which company wide holidays you want to observe. Bereavement Leave. How much paid time-off each employee is entitled to in the event of the death or life threatening illness of an immediate family or household member. What happens in the event that one of your employees needs time off in order to perform jury duty and how their rate of pay may be affected. Voting Leave. How much paid time-off each employee is entitled to in order to vote if they are unable to vote either before or after work. All this and more in our free PTO policy generator. Once you’ve generated your customised PTO policy, you’ll be able to further tweak it to perfectly match how you would like your policy work. We’re pretty keen to hear what you think about this free tool. Please contact us at support@bindle.io with any questions or comments you might have. We’d love to help! ❤️ SHRM - Paid Leave Survey 2016 Page 6 ↩
Australian Leave Policy Generator
Having a clear leave policy in place is a good way for your business to avoid ambiguity and confusion around what to do when taking time out. It’s also a good idea to avoid potential conflict and misunderstanding if at all possible. It’s just common sense for everyone to be on the same page, right? Bindle to the rescue! We’ve made a free tool to generate leave policies for Australian companies. With this tool, you simply enter your details, click “Generate” and you’ll get a lovely customised leave policy in the form of a Word document you can then hand out to all your people. Here’s a screenshot of what to expect… By default, we reckon it’s compliant with Australian leave laws, like the Fair Work Act of 2009 — a truly riveting read. Awesome sauce! For free, you’ll get a leave policy specifying things like: How many days annual leave you offer. By default, in Australia the minimum number of days paid annual leave you can provide for your full-time employees is 20 days. This is mandated in the Australian Fair Work Act of 2009. Some employers choose to attract and retain top talent by offering more than the minimum. For all full-time and part-time employees, annual leave starts to accumulate a little bit of paid time off every day they work from the day the employee commences work, irrespective of any probation periods, or anything like that. Part-time employees accumulate annual leave on a pro-rated basis based on the number of hours they regularly work each week. Full-time shift workers are often entitled to 25 days (5 weeks) annual leave per year depending on the applicable award, workplace agreement, or employment contract they have in place. Casual workers are not normally entitled to paid time off such as annual, or personal (sick) leave. How far in advance employees are required to notify you when they want to request time off. Whether or not employees are entitled to take off more time than they’ve earned (i.e. go into the negative with their annual leave balance). How many personal (sick) days per year each employee is entitled to. Again, according to the Fair Work Act of 2009, this is a minimum of 10 days each year, and any unused sick leave rolls over from year to year. For all full-time and part-time employees, personal leave starts to accumulate a little bit every day they work from the day the employee commences work. Just like annual leave, part-time employees accumulate personal leave on a pro-rated basis based on the number of hours they regularly work each week. How and when employees are requested to notify you that they require time off due to illness or to the illness of a family or household member. Bereavement Leave. How much paid time-off each employee is entitled to in the event of the death or life threatening illness of an immediate family or household member. Your policy on Long Service Leave and the jurisdiction that governs your policy. The circumstances under which Parental Leave is granted, when it may be taken, and for how long it can be taken. Whether or not you will offer time-off in lieu (TOIL) to employees that are required to work in excess of their normal working hours. The policy also includes a clause about the circumstances under which TOIL will be granted and the maximum amount of TOIL employees can accumulate. What happens in the event that one of your employees needs time off in order to perform jury duty and how their rate of pay may be affected. A clause outlining the process for requesting time-off for community service for things like volunteer SES, Army Reserve, or CFA work. All this and more in our free leave policy generator. Once you’ve generated your customised leave policy, you’ll be able to further tweak it to perfectly match how you would like your policy work. If you’d like to understand a bit more about your obligations as an employer with respect to leave, we recommend taking a look at website of the Australian Fair Work Ombudsman. They have a brilliant website that presents all the information you’ll need in a clear and concise manner. Aussie tax dollars at work! Bloody lovely. We’re pretty keen to hear what you think about this free tool. Please contact us at support@bindle.io with any questions or comments you might have. We’d love to help!
Privacy Policy Updates
We value your privacy and want to be transparent about the data we collect, how we use it and your rights to control that information, which is why we’ve made some updates to our Privacy Policy and we’ve revised our Terms of Service to be consistent with these changes. We made these updates to reflect the high standards established by the General Data Protection Regulation (GDPR), a set of laws passed in the European Union. As we believe all Bindle users should have the right to these protections, we are implementing these updates globally. These updates come into effect 24th May, 2018. If you’re after more information, we’ve added some more answers to our FAQs. What is Bindle’s Privacy Policy? How can I exercise my rights under EU GDPR regulations? How can I complete a EU GDPR subject access request? Where is my personal data held if I choose to use Bindle? How do I delete my personal data from Bindle?

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