The article provides guidelines about when to use the different work types and tags included as part of the pre-built Real Estate Industry Award package. To read further information, refer to the Real Estate Industry Award.
Key updates
Select the current financial year tab to see award updates for the 2024/25 financial year, while all previous updates before this time you can find in the historical financial years tab.
1st
We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2023-24 decision and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2024. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2024.
We have also updated the "Community Service Leave Taken" pay category, where it does not accrue super.
1st
We have updated the award to reflect the new provision, Clause 17.11 "Excess travelling," as per the Fair Work Commission’s Application to vary a modern award. You can find information on the Determination here. In line with the change, we have created the following new categories:
- New work type: Excess Travel
- New pay categories: Casual - Excess travel and Permanent - Excess travel
These changes come into effect from the first full pay period on or after 1st March 2024. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st of March 2024.
We have also updated the penalty loadings for Casual - Public Holiday and Casual - Public Holiday Overtime to align with the rates specified in the Fair Work pay guide.
1st
From 1 August, all employees are entitled to 10 days of paid family and domestic violence leave each year. The (Unpaid) Family and Domestic Violence Leave configuration settings under awards have been updated - the leave category is disabled from award leave allowance templates, and the work type is not enabled automatically for all employees. Please ensure that employees no longer use the unpaid leave category or work type.
1st
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2022-23 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2023. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2023.
31st
We have updated the award to reflect changes made as part of the Fair Work Decision regarding Paid Family and Domestic Violence Leave. You can find further information on what changes we applied to the platform and what you should be aware of within this article. We have created the following new categories:
- New Leave Category: Paid Family and Domestic Violence Leave.
- New Pay Category: Paid Family and Domestic Violence Leave.
- New Work Type: Paid Family and Domestic Violence Leave taken.
We have updated the Leave Allowance Templates to disable the existing unpaid Family and Domestic Violence and we have enabled the new Paid Family and Domestic Violence Leave. We also updated any impacted rule conditions.
As part of Fair Work's ruling, an employee must be paid their full pay rate; this includes their base rate plus any incentive-based payments and bonuses, loadings, monetary allowances, overtime or penalty rates, and any other separately identifiable amount.
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2021-22 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here. These changes come into effect from the first full pay period on or after the 1st July 2022. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2022. We have also disabled Unpaid Pandemic Leave as this entitlement has now expired within this award. Additional information can be found on the Fairwork website.
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here. These changes come into effect from the first full pay period on or after the 1st July 2021.
Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2021. Updates have also been made to the Leave Category Family & Domestic Violence Leave, so that the balance is displayed in days instead of hours in line with the National Employment Standards. Once you install the update, all employees' FDV leave balances will display in days, not hours. Meaning that an employee’s balance may now show as 38 days.
We made this update to make sure that any new installs of this award conducted since the 1st July now capture the Super Guarantee increase from 9.5% to 10% for all pay categories. If you have installed this award between the 1st July 2021 to the 8th July 2021 for the first time, please make sure you select the No option on the Preserve Custom Pay Categories question. If you were using this award before the 1st July 2021, then you do not need to select the No option.
The Award, as part of Group Two Awards, has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision. You can find the Information on the Determinations here.
These changes come into effect from the first full pay period on or after the 1st November 2020. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st November 2020.
We have updated the award to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule allows employees to take up to two weeks of unpaid pandemic leave. We have created a new pay category called Unpaid Pandemic Leave Taken, and a leave category and work type called Unpaid Pandemic Leave. Also, we have updated the rule sets , where necessary, to include/exclude the work type and leave category to some pay conditions. Further, we have updated the Leave Allowance Templates to make sure we have enabled the leave category and it is now accessible for employees to take this leave when required.
Further, under this new schedule employees can take up to twice as much annual leave at a proportionally reduced rate if their employer agrees. You will need to manually adjust an employee's pay rate and leave balance to half in each pay run for the period of leave.
Due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, we have made updates to the setup of the Award.
Also, we have created a new Leave Category called Personal/Carer's (10 days) Leave. Also, we created a new Leave Allowance Templates (LATs) specific to ten days accrual per year for each state, and the LATs have been attached to the current Employment Agreements for selection options for an employee's LAT in their Employee Default Pay Run screen. We have also updated any rules impacted by Personal/Carer's Leave have also with the new leave category.
Installing the pre-built award package
To read details on how to install and configure this Pre-built Award Template, please review the following article. Before relying on the award information, users should carefully evaluate its accuracy, currency, completeness, and relevance for their purposes. You should also obtain appropriate professional advice.
Award information
Coverage
Work types are a description of the kind of shift employees are working and can be selected when an employee records a time sheet. The following is a list of work types employees can select on their time sheet and a reference guide for each item.
Choose this work type when annual leave is taken.
Choose this work type when compassionate leave is taken.
Choose this work type when Family and Domestic Violence leave is taken.
Choose this work type when unpaid leave is taken.
Choose this work type when long service leave is taken.
Choose this work type when the employer and employee have not agreed in writing for the employee to be paid due compensation for being on a stand-by. The time during which the employee is on stand-by will count towards an accrual of ordinary hours of work.
Choose this work type when the employer and employee have not agreed in writing for the employee to be paid due compensation for being on a stand-by. The time during which the employee is on stand-by will count towards an accrual of ordinary hours of work.
Choose this work type when Paid Community leave is taken.
Choose this work type when sick/carers leave was taken.
Choose this work type when an employee is not required to work on a gazetted public holiday but otherwise would have worked on this day.
Choose this work type when Time In Lieu leave is taken.
Choose this work type when an employee elects to accrue time in lieu rather than be paid for any overtime.
Choose this work type when the employee is required to use their own motor vehicle in the course of employment and whose vehicle is over five years of age and has an engine capacity of over 1600cc and up to 2600cc. The employee is to be paid a weekly standing charge allowance plus the amount per kilometre for the distance travelled in performing duties. The kilometres travelled should be entered into the ‘units’ field.
Choose this work type when the employee is required to use their own motor vehicle in the course of employment and whose vehicle is over five years of age and has an engine capacity of over 2600cc. The employee is to be paid a weekly standing charge allowance plus the amount per kilometre for the distance travelled in performing duties. The kilometres travelled should be entered into the ‘units’ field.
Choose this work type when the employee is required to use their own motor vehicle in the course of employment and whose vehicle is over five years of age and has an engine capacity of up to 1600cc. The employee is to be paid a weekly standing charge allowance plus the amount per kilometre for the distance travelled in performing duties. The kilometres travelled should be entered into the ‘units’ field.
Choose this work type when the employee is required to use their own motor vehicle in the course of employment and whose vehicle is up to five years of age and has an engine capacity of over 1600cc and up to 2600cc. The employee is to be paid a weekly standing charge allowance plus the amount per kilometre for the distance travelled in performing duties. The kilometres travelled should be entered into the ‘units’ field.
Choose this work type when the employee is required to use their own motor vehicle in the course of employment and whose vehicle is up to five years of age and has an engine capacity of over 2600cc. The employee is to be paid a weekly standing charge allowance plus the amount per kilometre for the distance travelled in performing duties. The kilometres travelled should be entered into the ‘units’ field.
Choose this work type when the employee is required to use their own motor vehicle in the course of employment and whose vehicle is up to five years of age and has an engine capacity of up to 1600cc. The employee is to be paid a weekly standing charge allowance plus the amount per kilometre for the distance travelled in performing duties. The kilometres travelled should be entered into the ‘units’ field.
Choose this work type when the employee is to be paid a per kilometre allowance only for all use of the employee’s own motor vehicle in the course of employment, to a maximum of 400km per week. The kilometres travelled should be entered into the ‘units’ field.
Choose this work type when the employee is to be paid a per kilometre allowance only for all use of the employee’s own motor scooter or motor cycle in the course of employment, to a maximum of 400 km per week. The kilometres travelled should be entered into the ‘units’ field.
Choose this work type when the employee is travelling to or from the location which is in excess of the time normally spent travelling between the employee’s usual residence and the employer’s business or office premises.
Shift Conditions
Shift Conditions are further details you can add to a shift where perhaps more than one work condition applies to your shift. Create a new shift each time a shift condition changes. Shift conditions are selected when you edit a timesheet record, or when clocking on using the ClockMeIn Time and Attendance app. The following is a list of Shift Conditions employees can select on their timesheet and a reference guide for each item.
Select this shift condition when the employer and employee have agreed in writing for the employee to be paid due compensation for being on stand-by. The time during which the employee is on a stand-by will not count towards an accrual of ordinary hours of work. The agreed allowance will need to be entered into the Employee's Pay Rate screen under pay category "Stand-by Allowance" so that the correct agreed allowance rate is paid.
Select this shift condition when the employer and employee have agreed in writing for the employee to be paid due compensation for being on stand-by. The time during which the employee is on a stand-by will not count towards an accrual of ordinary hours of work. The agreed allowance will need to be entered into the Employee's Pay Rate screen under pay category "Stand-by Allowance" so that the correct agreed allowance rate is paid.
Tags
Employee Tags are specific conditions typically related to the employee’s agreement. These are often conditions negotiated and agreed between the employer and the employee, or unique characteristics of the employee’s role which are recurring and ongoing.
Assign tag when the employer and employee agree in writing under clause 24.2 for the employee to accrue time in lieu of overtime worked.