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.

3rd

We have updated the pay conditions rule sets for Manufacturing award Rule Set - C11-C14 and Manufacturing award Rule Set - C1-C10 to make sure that the correct Public Holiday overtime pay category will apply for continuous shift workers.

31st

We have updated both the permanent and casual Call Back pay categories, where, as per clause 32, call back pays as overtime and should not accrue super and annual leave.

The pay condition rule sets Manufacturing award Rule Set - C1-C10 and Manufacturing award Rule Set - C11-C14 have been updated to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with Fair Works calculation.

The pay condition rule set Vehicle Manufacturing Employees has been updated to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with Fair Works calculation.

The award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 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 Fair Work Australia 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 base rates for Casual - 19 years - not in a foundry, Casual (Receiving annual leave) - 19 years - not in a foundry, and Permanent - 19 years - not in a foundry have been updated from $17.36 to $17.26.

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 employee’s FDV leave balances will be displayed in days not hours. This will mean that an employee’s balance may now show as 38 days. For further instruction on how 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 condition rule sets for Manufacturing award Rule Set - C11-C14 and Manufacturing award Rule Set - C1-C10 have been updated to include rules associated with clause 18.5 - working through meal breaks. New pay categories for working through a meal break for permanent and casual employees have been created for ordinary time, Saturday, Sunday, afternoon shifts, night shifts, and permanent night shifts. If an employee is working through a meal break then use work type working through a meal break. 

The Employment Agreements for C13 - Engineering/manufacturing employee - level II - not in foundry (full-time, part-time and casual) have been updated as the adult pay rate template was inadvertently missed off the last update.   

The pay rate for permanent and casual 19 years - not in foundry has been updated as of 1 November 2020. A Pay Rate Template has also been created for Permanent and Casual 20 years - not in foundry.

The award name has been updated to Manufacturing and Associated Industries and Occupations award 2020 [MA000010]. 

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 has been updated to reflect the changes made as part of Fair Work Australia's determination around Clause 25 - Annualised Wage Arrangements. A new employment agreement for Annualised Wage employees has been created which can be assigned to an employee who is paid under the provisions of clause 25. Further information on the employee setup can be found here. 

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 unpaid pandemic leave. A new pay category (Unpaid Pandemic Leave Taken), leave category and work type (Unpaid Pandemic Leave) have been created. Also, the rule sets have been updated, where necessary, to include/exclude the work type and leave category to some pay conditions. 

Further, 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. 

Pay rate amended for the following allowances as the below rates were displayed incorrectly in the pay rate templates.

Manganese dioxide and other pigments allowance - less than 2 hours $1.93 per hour for a maximum of 2 hours and Manganese dioxide and other pigments allowance - more than 2 hours $13.69 per day.

We have now included the following employment agreements for adult apprentice and apprentices who do not move through to higher engineering or advanced engineering,

Adult Apprentice - Started after 1 Jan 2014
Adult Apprentice - Started before 1 Jan 2014
Apprentice - Started before 1 Jan 2014 - Completed Year 10 or less
Apprentice - Started before 1 Jan 2014 - Completed Year 11
Apprentice - Started before 1 Jan 2014 - Completed Year 12
Apprentice - Started after 1 Jan 2014 - Completed year 12
Apprentice - Started after 1 Jan 2014 - Did not complete year 12.

Update to the rule set pay conditions for Manufacturing award Rule Set - C11-C14 and Manufacturing award Rule Set - C1-C10 in some of the rules the naming convention for Non-Continuous Shiftworker Clearing was displaying as Continuous Shiftworker Clearing this has been amended to display correctly in the rules please note this has no impact on the pay conditions results.

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 Manufacturing award Rule Set - C11-C14 and Manufacturing award Rule Set - C1-C10 to the automatic unpaid meal break rule. Unpaid meal break will automatically be applied after five hours of work, if no break has been taken prior to this during the shift. 

The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The change is an update of clause 13.2 and 14.2 - part-time and casual minimum engagement and agreements. This now provides for part-time and casual employees to be paid for at least 4 consecutive hours of work per day or shift. Also that a part-time or casual employee may request and the employer may agree to an engagement for no less than 3 consecutive hours per day or shift. 

This change is reflected in the "Manufacturing award Rule Set - C11-C14" and "Manufacturing award Rule Set - C1-C10".

Please note that the change comes into effect on the first full pay period on or after 1 October 2018. This means that you should only install this update once you've completed the last pay period for hours worked during September 2018. The Fair Work Determination can be found here.

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 unpaid family and domestic violence leave each year of their employment. The 5 days renews 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.

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:

1. New laundry allowance pay categories and rule conditions were created to reflect the ATO threshold maximum limits for claiming of 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.

We have created a new rule - 13.8 Apply Overtime - Overtime Advanced Standard Hours - Part time.  This rule reflects the following provisions of clause 13.8:

• the 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 29.2(b) 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 will assess hours as follows:

1. Any time worked on Wednesday, Thursday and Saturday will be deemed overtime;
2. Any time worked before the start times on Monday, Tuesday, Friday and Sunday will be deemed overtime; and
3. Any time worked after the end times on Monday, Tuesday, Friday and Sunday will be deemed overtime.

N.B:

(a) This rule only works where Advanced Standard Work Hours have been set up using start and finish times, NOT hours only

(b) If no Advanced Standard Work Hours have been set up for a part time employee, then all hours will be deemed overtime.

Select this work type when annual leave is taken . This will also be used when turning an approve leave request into a timesheet entry through employee self service.

Select this worktype if you have worked a shift which is continuous but for which was not rostered.

Select this work type if you have to work long distance. Reflect the travel time in excess of that which you'd normally do between home and work.

Select this work type if you produce fertilizers and are involved in production and despatch.

Select this work type to enter the mileage travelled in your car for work purposes. 1 unit is equivalent to 1 kilometre.

Record the hours being worked if you have deferred hours and are now working make up time.

Select this work type if you have worked a shift which is not continuous and for which was not rostered.

Select this work type when RDO. This will also be used when turning an approve leave request into a timesheet entry through employee self service.

Select this work type if you are on a ship trial at sea or in the harbour and work in a technical field.

Select this work type when time in lieu is taken. This will also be used when turning an approve leave request into a timesheet entry through employee self service.

Select this shift condition if you have spent time adjusting the tensioner of jack bolts while a furnace is under heat.

Select this shift condition when an employee is a boiler attendant or fire person to an electric generator or dynamo exceeding 10 kilowatt capacity.

Select this condition if you are refrigeration compressor as an engine driver or fireperson.

Select this condition if you're engaged in the construction,erection,repair and/or maintenance of bridges.

Select this condition if you are a cleaner, greaser or oiler and are involved in stopping and starting the engine.

Select this condition if you're manually engaged in crushing cullet.

Select this condition if you work in dirty conditions, other than ship repairs.

Select this condition if you work in electrical underground mine work.

Select this condition if you are an engine driver and are cleaning or scraping boilers.

Select this condition if you are working with excavating bins, and the manufacture or excavating of superphosphate until it is dumped on the heap for curing.

Select this condition if you're manually engaged in feeding a bag cleaning machine.

Select this shift condition when an employee is using two or more forklifts or cranes are engaged in any one lift.

Select this shift condition when an employee is working to conditions of a foundry.

Select this condition if engaged on the work of building, rebuilding, or packing glass furnace regenerators.

Select this condition if you're required to handle manganese dioxide and other pigments.

Select this condition if you both perform work in respect of artificial fertilizers, chemicals, alkalis and all processes involving chemical synthesis and is a chemical/fertilizer production worker and who also handles phosphate rock other than that from Nauru, Ocean, Makatea or Christmas Island and handle rock phosphate to crushers and all other employees in the rock phosphate section.

Select this shift condition when employee is in charge of 3-10 people for this shift.

Select this shift condition when employee is in charge of 11-20 people for this shift.

Select this condition if you are in charge of plant.

Select this condition if you're in process of buying a residence and are travelling as a result of excess travel requirements.

Select this condition if you are installing or repairing belting in underground mines.

Select this condition when you are loading double-handling into railway or other trucks, fertilizing materials in farmers’ own bags.

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Select this condition if engaged in processing free coal dust.

Select this condition if you are engaged to repair meat digesters.

Select this condition if you are engaged to repair oil tanks.

Select this condition if working on second-hand upholstering, bedding, floor covering and/or soft furnishings.

Select this condition if working in ship building.

Select this condition if working in ship repairing.

Select this condition if you work in dirty conditions on ship repairs.

Select this condition if engaged in sorting, branding, bagging, dumping, sewing or trucking, fertilizing materials in farmers’ own bags.

Select this condition if repairing or constructing steel frame buildings.

Select this condition if engaged in the handling of superphosphate from the heap until loading in wagons or trucks for despatch, including the manufacture and despatch of mixed fertilisers.

Select this condition if working in sanitary works.

Select this condition if working in boiling down works.

Select this condition if working in lead works.

Select this condition if required to work inside a boiler to repair oil fired boilers.

Select this condition if working in a slaughtering yard.

Select this condition if working on repairs to smoke boxes, fire boxes, furnaces or flues of boilers.

Select this condition if working under a ship in a dock or spillway.

Select this condition if working with acidic artificial fertilisers and chemicals.

Select this condition if working with non-acidic artificial fertilisers and chemicals.

Apply tag when employee is employed in a six day workshop.

Apply tag when the ordinary hours for employees will not exceed 8 per day.

Apply tag when employee works on afternoon shifts only.

Apply tag if weekends are worked as ordinary hours (not overtime) by agreement.

Apply tag when employee works afternoon and night shifts.

Apply tag when employee works alternating day/night shifts, day/afternoon/night shifts, or day/afternoon shift combinations.

Apply tag when the apprentice is employed as level/stage 1.

Apply tag when the apprentice is employed as level/stage 2.

Apply tag when the apprentice is employed as level/stage 3.

Apply tag when the apprentice is employed as level/stage 4.

Apply tag when a carpenter is engaged on large structural alterations to buildings, whether external or internal.

Apply tag if the employee is a chemical or fertilizer production worker.

Apply tag when employee works on consecutive shifts throughout the 24 hours of each of at least five consecutive days without interruption.

Apply tag if the employee is principally employed to be an engine driver or fireperson.

Apply tag when employee is in charge of between 3 and 10 employees.

Apply tag when employee is in charge of between 11 and 20 employees.

Apply tag when employee is in charge of 21+ employees.

Apply tag when employee is required to inspect other employee's work.

Apply tag if the employee is a linesperson.

Apply tag if the employee is a linesperson's assistant.

Apply tag when employee works on night shifts only.

Apply tag if the employee is not provided with at least 2 sets of overalls per year.

Apply tag when a tradesperson or apprentice is to provide their own tools.

Apply tag if the employee is a rigger.

Apply tag if the employee is a splicer.

Apply tag when employee elects to receive time off instead of payment for overtime.

Apply tag if the employee is a tradesperson.