This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Graphic Arts, Printing and Publishing Award 2020 [MA000026] package. For further information about this Award, refer to: Graphic Arts, Printing and Publishing 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.
All pay condition rule sets have been updated to include a rule for Paid Family Domestic Violence Leave and ensure the "Visual display terminal allowance" is set to all-purpose as per clause 26.2(b) for Casuals.
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.
5th
We have updated the Permanent and Permanent -Shiftworkers pay conditions rule set to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with the Fair Work calculation.
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 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 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 removed the super threshold override in the pay rate templates in preparation for the removal of the $450 monthly threshold that takes effect from the 1st July 2022. Please make sure you install this update immediately so that the platform calculates the employee super rates correctly from the 1st July 2022.
We 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, and this will mean that an employee’s balance may now show as 38 days.
We have updated the Permanent, Permanent - Shiftworkers, Casual, and Casual - Shiftworkers pay conditions rule sets in line with clause 36 Public Holidays, to include the penalty rate for all responsibilities and business scenarios and appropriate minimum engagements. We have created a new tag for inserters and publishing employees working in a non-daily newspaper office. These tags will need selectin to make sure the correct penalty and minimum engagement hours apply for these workers.
We have also created a new tag for seven-day shiftworkers for shiftworkers entitled to an extra week of annual leave and not working under clause 36.2 agreement. The manual inserting allowance rule has been updated to make sure it is an all-purpose allowance. The update is to make sure that any new installs of this award conducted since the 1st July are now captured with the SG 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 when answering 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. We have also reinstated unpaid pandemic leave to apply from the 23rd July 2021 to the 31st December 2021.
We have updated the Permanent, Permanent - Shiftworkers, Casual, and Casual - Shiftworkers pay condition rule sets. We also updated clause 15 Meal Breaks; the automatic meal breaks for 30 minutes, 45 minutes and 60 minutes, to allow for more than one break per shift and for breaks to occur after five hours of work.
We will not activate automatic meal breaks where there is an associated leave request for the shift or where a meal break is already recorded. We have also updated Clause 13, Maximum Daily Hours and Period Work Cycle; to make sure that only ordinary hours will be counted towards the maximum daily and period work cycle hours before overtime is applied.
Maximum daily hours will also exclude any leave taken for work types. Clause 26.3(a) Meal Allowance; when an employee is required to be paid a meal allowance as they satisfy the conditions under this clause, then use the work type meal allowance and assign the number of units/meals required to be paid.
We have updated the award to reflect the High Court's decision on the accrual of personal/carer's leave, which overturns the decision made by the Full Federal Court of Australia, with personal/carer's leave being calculated on working days, not hours. Information on the decision can be found here.
As such, we have removed the Personal/Carer's (10 days) Leave Allowance Templates and updated the associated Employment Agreements. Please note, this update will not remove any of the above from a business where you installed the award before the 25th August 2020. However, any new award installs from the 25th August 2020 will not display personal/carer's (10 days) leave details.
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 (2) weeks of unpaid pandemic leave.
We have created a new Unpaid Pandemic Leave Taken pay category, leave category, and Unpaid Pandemic Leave work type. Also, we have updated the rule sets, where necessary, to include/exclude the work type and leave category to some pay conditions. Further, we updated the Leave Allowance Templates to make sure we enabled the new leave category and is now accessible for employees to take this leave when required.
Further, under the new schedule employees can take up to twice as much annual leave at a proportionally reduced rate if their employer agrees. The employee's pay rate and leave balance will need to be manually adjusted to half in each pay run for the period of leave.
We have made updates due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, to the setup of the Award. We also created a new Leave Category called Personal/Carer's (10 days) Leave.
Also, we added a new Leave Allowance Templates (LATs) specific to 10 days accrual per year for each state, and we have attached the LATs to the current Employment Agreements for selecting an Employee's LAT option on the Employee Default Pay Run page. We also updated any rules impacted by Personal/Carer's Leave with the new leave category.
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 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 2019. 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 2019.
We have updated the award to reflect changes made as part of the Fair Work Decision four-year review of modern awards. You can read information on the Determination here. Family and Domestic Violence leave applies from the first full pay period on or after 1st August 2018. Further information can be found at Fair Work Onbudsman website.
Employees, including part-time and casual employees, are entitled to 5 days of unpaid family and domestic violence leave each year of employment. The five days renew each 12 months of employment, but does not accumulate if you do not use the full leave balance.
We have created a new Family and Domestic Violence Leave leave category and a new Family and Domestic Violence Leave taken work type. We have also updated the Leave Allowance Templates and any impacted rule conditions.
We have updated the award to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision and also includes updates to expense-related allowances.
These changes come into effect from the first full pay period on or after 1st July 2018. 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 2018.
Additionally, we have updated the Payment Summary Classification settings for Allowance-based pay categories d as per Single Touch Payroll (STP) requirements. We have created a new rule - 12.3(c) Apply Overtime - Over Advanced Standard Hours - Part-Time. The rule reflects the following provisions of clause 12.3(c):
- Thee hours worked each day;
- Which days of the week the employee will work;
- The actual starting and finishing times of each day.
Previously, we could only assess the number of hours worked per week for overtime purposes using the existing Apply Overtime - Over Standard Hours - Part Time rule. Now, however, we can assess the Advanced Standard Work Hours as set up within the employee's Pay Run Defaults screen. The rule only works where Advanced Standard Work Hours have been set up using start and finish times, not hours only.
Installing the pre-built award package
To read details on how to install and configure this Pre-built Award Template, please review the detailed help article. While we try to provide a high-quality service, we do not guarantee, warrant, or accept responsibility for the accuracy, completeness, or up-to-date nature of the service.
Before relying on the information, users should carefully evaluate its accuracy, currency, completeness, and relevance for their purposes, and should obtain any appropriate professional advice relevant to their particular circumstances. Given using work types and tags used in this template, we strongly recommend you review the information below.
Special Notes
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Schedule A—Classification Definitions
The platform does not automatically progress employees to Level 2 within a period of 3 months at Level 1. You will need to manually update each employee's profile.
Work types
Work types are a description of the kind of shift you are working on and are selected when you record a timesheet. The following is a list of work types employees can select on their timesheet, and the meaning of each item:
An automatic meal break of 30 minutes has been applied and so the employee should use this work type if they have taken a 45 minute break and will make sure 45 minutes are deducted as opposed to 30 minutes.
Employee 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. The following tags need assigning to employees according to their job classifications:
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Cleaners/heat apparatus.
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Continuous shiftwork employees other than in a newspaper office.
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Day work employees.
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In a daily newspaper office.
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In a non-daily newspaper office.
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Non-rotating.
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Non-continuous shift workers other than in a newspaper office.
Additional tags for pay conditions include:
Assign this tag to an employee who is a shiftworker who is to receive an extra week of annual leave and is not working under an agreement to accrue 6.6 weeks of annual leave per year.
Assign this tag to an employee employed in a non-daily newspaper office or daily newspaper office who operates a visual display terminal. The employee will be paid a weekly allowance of 5% of the standard weekly rate.
To qualify for this tag, the employee must be trained and/or have been engaged on a visual display terminal in production on a fully integrated online front end platform for advertising and/or editorial input. Apprentices will only be paid the allowance from the commencement of the third year of apprenticeship, where the apprentice is engaged in production. Refer to Clause 25.1(a).