This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Animal Care and Veterinary Services Award 2020 [MA000014] package. For further information about the Animal Care and Veterinary Services Award 2020, refer to: Animal Care and Veterinary Services 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.
13th
We have updated the Not veterinary surgeons rule set and added a new rule to ensure permanent employees who use work type "Public Holiday not Worked" on a Public Holiday would be paid at base rate of pay.
6th
We have updated the clause numbers in the rule set to align with the Fair Work award.
8th
We have performed a revamp on the award and all pay condition rule sets have been updated to ensure that it is aligned with the clauses under the award. The following changes have been made but not limited to:
- Created new work types to cater for:
- Clause 13.4 Make-up time
- Clause 21.4 Transfer to or from shiftwork
- Clause 13.1(a) Maximum hours for per period
- Clause 22.3 Annual leave loading
- Clause 27 Public Holiday
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.
26th
We have updated the rate of Vehicle allowance – motor vehicle - above ATO limit to match the Fair Work pay guide.
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. Further information on what changes have been applied to the platform and what you should be aware of can be found 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.
The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2021-22 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here. These changes come into effect from the first full pay period on or after 1 July 2022. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2022.
Unpaid Pandemic Leave has been disabled as this entitlement has now expired within this award. Additional information can be found on the Fairwork website.
The Unpaid Pandemic Leave pay category has been updated and counts as service for entitlements under awards and the National Employment Standards. If any staff have used this category previously, please adjust their Annual, Personal and Long Service Leave balances for any period of unpaid pandemic leave previously taken. To identify affected employees and enter the leave accrual see: Calculating Missing Leave Accrual for Unpaid Pandemic Leave Taken.
The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here.
These changes come into effect from the first full pay period on or after 1 July 2021. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 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 the update is installed, all employees' FDV leave balances will be displayed in days, not hours. This will mean that an employee’s balance may now show as 38 days. To correct the balance please see How to Fix Family & Domestic Violence Leave Balance Data.
This update is to ensure that any new installs of this award conducted since 1 July are now captured with the SG increase from 9.5% to 10% for all pay categories. If you have installed this award between 1 July 2021 to 8 July 2021 for the first time, please ensure you select "NO" to preserve custom pay categories. If you were using this award prior to 1 July 2021, then you do not need to select "NO." Further information can be found in Incorrect SG rate used in pay runs article here.
The pay rate for Broken Shift Allowance has been updated as per the pay guide, which can be found here.
The Award, as part of Group 2 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. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here.
These changes come into effect from the first full pay period on or after 1 November 2020. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 November 2020.
The award has been updated 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 associated Employment Agreements. Please note, this update will not remove any of the above from a business where the award was already installed prior to 25 August 2020. However, any new award installs from 25 August 2020 will not display personal/carer's (10 days) leave details.
For further information on migrating from daily personal/carers leave accruals to hourly, please refer here
The award pay rate templates have been updated to reflect the Australian Taxation Office's decision to increase the cents per kilometre rate for work-related car expense deductions to 72 cents per kilometre. The new rate applies from the first paid date in the 2020-21 financial year.
The award has been updated 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. A new pay category (Unpaid Pandemic Leave Taken), leave category and work type (Unpaid Pandemic Leave) have been created.
The rule sets have been updated, where necessary, to include/exclude the work type and leave category to some pay conditions.
The Leave Allowance Templates have been updated to ensure this new leave category is enabled and 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. 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.
Due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, updates have been made to the setup of the Award. Further information can be found here.
A new Leave Category called Personal/Carer's (10 days) Leave has been created. Also, new Leave Allowance Templates (LATs) have been created specific to 10 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. Any rules impacted by Personal/Carer's Leave have also been updated with the new leave category.
Instructions on converting the accruals to the 10 day method can be found here.
An update to the overtime meal allowance rates for employees on permanent pay rate templates (excluding veterinary surgeons) has been amended.
The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here.
These changes come into effect from the first full pay period on or after 1 July 2019. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2019.
Update to the rule set pay conditions for Animal Care and Veterinary Services Award 2010 (MA000118) - not veterinary surgeons and Animal Care and Veterinary Services Award 2010 (MA000118) - veterinary surgeons to 23.1 Automatic Meal Break rule. Unpaid meal breaks will automatically be applied after four hours of work.
The setup of the Payroll Tax Exempt field in Payroll Settings > Pay Categories was replicating the PAYG Exempt field rather than creating a unique identity; when installed into the business settings. An audit has been carried out across the platform and the issue has now been resolved with this update.
Rule set update to clause 25.1(a) and reordering of clause 25.1(c) of the "non-veterinary surgeons" pay condition rule set to ensure shifts ending after midnight for shiftworkers are paid 15% penalty loading and 30% penalty loading if the majority of the shift falls between midnight and 8:00am, in line with clause 25.1 of the Animal Care and Veterinary Services Award.
The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The determination for the new clause in the modern award allowing employees to take unpaid leave to deal with family and domestic violence can be found here. Family and Domestic Violence leave applies from the first full pay period on or after 1 August 2018. Further information can be found at Fair Work.
Employees, including part-time and casual employees, are entitled to 5 days of unpaid family and domestic violence leave each year of their employment. The 5 days renew each 12 months of their employment, but does not accumulate if the leave is not used.
A new leave category has been created - “Family and Domestic Violence Leave” and a new Work Type - “Family and Domestic Violence Leave taken”. The Leave Allowance Templates and any impacted rule conditions have also been updated.
Update of Shiftworker rule for work between midnight and 8.00am, in relation to clause 25.1(b).
The Award has been updated to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision. This also includes updates to expense-related allowances.
These changes come into effect from the first full pay period on or after 1 July 2018. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2018.
Additionally, the following changes have been made as part of this update:
- New laundry allowance pay categories and rule conditions were created to reflect the ATO threshold maximum limits for claiming laundry (not dry cleaning) for deductible clothing under the Award. Further information can be found in the “Cleaning of Work Clothing” section of this ATO article.
Install 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 using the award information, users should carefully check its accuracy, currentness, completeness, and usefulness for their needs. You should also obtain appropriate professional advice.
The award default Rule Set Period is set to Fortnightly for Veterinary Surgeons rule set, and Four Weekly for Not Veterinary Surgeons rule set. If you follow a different work pattern or roster period, you can review and set the rule-set period date that applies to your organisation.
Conditions of pay
| Clause | Conditions | |
|---|---|---|
|
Ordinary hours of work |
13.2 (a) |
Other than veterinary surgeons Day worker Monday -Sunday: between 6.00 am and 9.00 pm |
|
Maximum hours per day |
13.1 (b) |
Other than veterinary surgeons Shift Worker: 8 hours |
|
Maximum hours over a period |
9 |
Average of 38 ordinary hours per week. Alternative work pattern:
|
| Overtime |
20.1 (b) |
Other than veterinary surgeons
Veterinary surgeons Time worked in addition to 38 hours per week, except when the associate is on-call will be paid at the employee’s ordinary time rate |
| TIL |
20.2 (a) (ii) |
Granting time off instead of payment on an hour for hour basis, if agreed by the associate. |
| Clause | Conditions | |
|---|---|---|
| Shiftwork |
21.2 (a) |
Other than veterinary surgeons Shift Worker
|
| Weekends |
21.1 |
Other than veterinary surgeons Day Worker
Where the major portion of a rostered shift falls on a:
|
|
Public Holidays |
21.1 |
Other than veterinary surgeons Day Worker: 150% penalty Shift Worker: Where the major portion of a rostered shift falls on a public holiday: 150% penalty Veterinary surgeons Public Holiday worked: 100% penalty Associates who normally work on weekends will not be disadvantaged if a prescribed public holiday falls on a day when they would not be working. The appropriate compensation is: Full time
Part-day public holidays If a public holiday is a part-day public holiday, then clause 27.4 applies on a pro-rata basis for the number of ordinary hours on the part-day public holiday. |
| Clause | Conditions | |
|---|---|---|
|
Auto meal breaks |
14.1 |
An unpaid meal break of not less than 30 minutes must be allowed to each employee between the fourth and fifth hour of work. |
|
Annual Leave Loading |
22.3 (b) (i) |
Day worker Employees who would have worked on day work only had they not been on leave—17.5% or the relevant weekend penalty rates, whichever is the greater but not both. Other than veterinary surgeons Shift worker Employees who would have worked on shiftwork had they not been on leave—a loading of 17.5% or the shift loading (including relevant weekend penalty rates) whichever is the greater, but not both. |
|
Higher Duties |
15.7 (a) (i) |
Other than veterinary surgeons An employee engaged for a day or shift on duties for which a higher rate than their ordinary classification is paid must be paid the higher rate for that day or shift. Veterinary surgeons An associate who is required to perform duties at a higher classification level for a temporary period of more than 2 weeks must be paid the higher salary for the period during which those duties are performed. |
|
Make up time |
13.4 |
An employee may elect, with the consent of the employer, to work make-up time where the employee takes time off during ordinary hours, and works those hours at a later time during the spread of ordinary hours provided in this award. |
|
Minimum shift engagement |
11.4 |
Casual employees are entitled to a minimum payment of 3 hours’ work at the appropriate rate. |
|
Minimum shift engagement - agreed to work less than 3 hours |
11.5 |
Minimum engagement of 2.5 hours will be paid to an employee if ALL of the following applies:
|
|
Minimum shift engagement - public holiday |
21.1 |
Other than veterinary surgeons Work on public holiday is subject to a minimum engagement of 4 hours |
|
Minimum shift engagement - Return to duty |
20.1 (e)(ii) |
Other than veterinary surgeons Where an employee is required to return to duty after the usual finishing hour of work for that day, the employee must receive a minimum payment as for 3 hours’ work |
|
Minimum shift engagement - Sunday Overtime |
20.1 (b)(ii) |
Other than veterinary surgeons Minimum payment of 3 hours provided the employee is ready willing and available to work such overtime |
|
Return to duty |
20.1 (e)(ii) |
Other than veterinary surgeons Where an employee is required to return to duty after the usual finishing hour of work for that day, the employee must be paid at the appropriate overtime rate |
|
Travelling time |
13.3 (a) |
Veterinary surgeons Time taken for travel required in the performance of duties, except for active on-call duty, will contribute to hours of work. Performance of duties Includes travel additional to one return trip between the associate’s place of residence and the place of work in any one day and travel between different locations of a practice |
|
Transfer to or from shiftwork |
21.4 |
Other than veterinary surgeons An employee may be transferred to or from shiftwork on 14 days’ notice provided the employee has at least 10 hours off duty before commencing shiftwork. If 14 days’ notice is not given the employee will be paid overtime rates in accordance with clause 20.1 for all work done outside previous ordinary working hours within 14 days of the time of notification of the change |
Special notes
Employer to use tags for employees receiving on-call allowance depending on agreed on-call remuneration. Employees to use work type for surplus meals they have provided on the basis that they have been given notice to work overtime and the employee is then not required to work overtime or is required to work less than the amount advised. The following table consists of the clauses that can be customised for the award.
|
Supported wage system |
15.5 |
For employees who, because of the effects of a disability, are eligible for a supported wage, see Schedule D—Supported Wage System |
|
National training wage |
15.6(a) |
Schedule E to the Miscellaneous Award 2020 sets out minimum wage rates and conditions for employees undertaking traineeships. |
|
Substitution of public holidays by agreement |
27.2 |
|
Work types
Work types are a description of the kind of shift you are working, and you select them 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.
| Annual leave taken | Use this work type to represent any annual leave to be taken. This will also be automatically applied when turning a leave request into a timesheet. |
| Called to work while on call | Use this work type if you are on call and are required to come in to work. |
| Compassionate leave taken | Use this work type to represent any compassionate leave to be taken. This will also be automatically applied when turning a leave request into a timesheet. |
| Hours worked | Use this work type for hours spent at work unless another work type is more specific. |
| Kilometres travelled in a car | Use this work type to enter the number of business kilometres travelled using your car. 1 unit equates to 1 kilometre. |
| Kilometres travelled on a motorcycle | Use this work type to enter the number of business kilometres travelled using your motorcycle. 1 unit equates to 1 kilometre. |
| Leave without pay | Use this work type to represent any leave without pay to be taken. This will also be automatically applied when turning a leave request into a timesheet. |
| Long service leave taken | Use this work type to represent any long service leave to be taken. This will also be automatically applied when turning a leave request into a timesheet. |
| Make Up Time | Use this work type to represent shifts that you elect as make-up time. |
| On-call duty | Use this work type to represent shifts where you are on-call. |
| On-call duty on unrostered day | Use this work type to represent shifts where you are on-call, specifically on a day you were not rostered to be |
| Paid community service leave taken | Use this work type to represent any paid community service leave to be taken. This will also be automatically applied when turning a leave request into a timesheet. |
| Personal/Carer's leave taken | Use this work type to represent any personal or carer's leave to be taken. This will also be automatically applied when turning a leave request into a timesheet. |
| Public holiday - additional day of annual leave | Use this work type if you are working on a public holiday and will receive an additional day of annual leave in lieu of the penalty rate. |
| Public holiday not worked | Use this work type if you've had time off on a public holiday (only applicable to permanent employees). |
| Recalled to work | Use this work type if you are called back to work after you have left on your normal finish time. |
| Study leave taken | Use this work type to represent any paid study leave to be taken. This will also be automatically applied when turning a leave request into a timesheet. |
| TIL for extra day worked (veterinary surgeons only) | Use this work type to receive TIL for an extra day worked on a week. |
| Time in lieu leave taken | Use this work type to represent any accumulated time in lieu to be taken. This will also be automatically applied when turning a leave request into a timesheet. |
| Transfer to or from shiftwork | Use this work type to represent transfer to or from shiftwork |
| Travel time (veterinary surgeons only) | Use this work type to represent the travel time involved in completing work-related travel. |
Shift conditions
Shift Conditions are further details you can add to a shift where more than one condition applies to your shift. These are selected when you edit a timesheet record. The following is a list of Shift Conditions employees can select on their timesheet, and the meaning of each item.
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. Payment of these provisions is usually of a recurring and ongoing nature.
| Annual allowance instead of OT | Choose this tag if the employee is a Veterinary Surgeon and will be paid an annual allowance instead of being paid for working overtime. |
| Annual allowance instead of on-call allowance | Choose this tag if the employee is a Veterinary Surgeon and will be paid an annual allowance instead of being paid for working on-call shifts. |
| Agreed TIL instead of payment for active on-call | Choose this tag if the employee is a Veterinary Surgeon and will receive TIL instead of payment for working while on-call. |
| First aid | Choose this tag if an employee other than a Veterinary Surgeon has an appropriate first aid qualification and is required to perform first aid duties. |
| Required to wear a uniform | Choose this tag if the employee is required to wear a uniform. |
| Shiftworker | Choose this tag if the employee is a shiftworker. |
| TIL of OT | Choose this tag if the employee is working time in lieu instead of working overtime. |
System limitations
Please note that rules will not be able to interpret or calculate the below clauses due to platform limitations and will require manual intervention.
Clause 15.7(a)(ii) Higher Duties
System will not allow employees to select lower classifications
Any employee who is required to temporarily perform work for which a lower rate is paid for must not suffer any reduction in wages. An employee may be required to temporarily perform work at a lower classification for a period of less than one week.
Clause 20.2(b) Veterinary surgeons
System cannot calculate over a calendar year the extra hours that would have been payable as overtime
An allowance instead of some or all of the amounts otherwise payable under clause 20.2(a) may be paid where the associate and employer reach agreement. The allowance and any other payments for extra hours are not to be less than would otherwise have been payable under clause 20.2(a) calculated over a calendar year.
Clause 20.3(f) & 20.3(g) Time off instead of payment for overtime
Manual intervention is required for any alternative arrangement for Time in Lieu accrued
- If the employee requests at any time, to be paid for overtime covered by an agreement under clause 20.3 but not taken as time off, the employer must pay the employee for the overtime, in the next pay period following the request, at the overtime rate applicable to the overtime when worked.
- If time off for overtime that has been worked is not taken within the period of 6 months mentioned in clause 20.3(e), the employer must pay the employee for the overtime, in the next pay period following those 6 months, at the overtime rate applicable to the overtime when worked.
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