Supported Employment Services Award 2020 (MA000103)

The article provides guidelines for using the pre-built Supported Employment Services Award package. For further information about this industry award, refer to Supported Employment Services Award 2020.

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.

Current financial year Historical financial years
July 2024

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 but accrues leave. The payment classification has also been updated in line with the ATO specification categories.

The Supported Employment - Permanent and Supported Employment - Casual rulesets have been updated to include a rule for Paid Family Domestic Violence Leave.

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.

The award default Rule Set Period is set to Weekly that ends every Sunday. 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

Work Conditions

A - F
  Clause Conditions
Auto meal break. 14.1 30 minutes unpaid meal break after 5.5 hours of work
G - L
  Clause Conditions
Higher duties. 15.4 An employee will be paid at a higher grade if carrying out the duties of a higher grade for two or more hours on any shift.
M - R
  Clause Conditions
Minimum shift engagement.

10.3

11.6

  • Minimum three hours per shift for part-time employees
  • Minimum three hours for casual employees

Penalties

S - Z
  Clause Conditions
Shift penalties.

22.1

22.2

  • Afternoon shift, where it finishes after 6:00pm and at or before midnight, Monday to Friday - 15%
  • Night shift, where it finishes after midnight and at or before 8:00am; Monday to Friday - 30%
Weekend penalties. 22.3
  • Saturday - 50%
  • Sunday - 100%
  • Sunday for catering employees - 75%

Ordinary hours of work and overtime

M - R
  Clause Conditions
Maximum Daily Engagement. 13.1
  • Eight hours per day
  • Ten hours per day, on agreement
Maximum hours worked in a period. 13.2
  • Eight hours per day
  • Ten hours per day, on agreement
Ordinary hours of work.

13.3

11.6

6am-6pm, Monday to Friday
Overtime.

21.1

21.2

  • Monday to Saturday, first 2 hours at 50%, then 100% thereafter
  • Saturday after noon at 100% 
  • Sunday at 100% 

In computing overtime, each day’s work will stand alone and calculations will be made to the nearest 5 minutes.

Time off in lieu 21.6(d) is the time off that an employee is entitled to take that is the same as the number of overtime hours worked.

Public Holidays.

22.4

28.4

  • Ordinary hours worked - 150% 
  • Work on Christmas Day/New Year’s Day -  receives one unit of TIL for each hour worked
S - Z
  Clause Conditions
Time off in lieu . 21.6(d) The period of time off that an employee is entitled to take is the same as the number of overtime hours worked.

Special notes

Annualised Salary Employees

Per clause 17, where employees are paid an annual salary, please use the employment agreement Annualised Wages. Employees would be paid earnings by default and timesheets submitted for tracking purposes. Please refer to this article for more information on setting up employees with annualised wage arrangements. 

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.

A - F
10 hrs agreement. Choose this work type if, by agreement between employee and employer, an employee can work ten ordinary hours in a shift.
Annual leave taken. Choose this work type when annual leave is taken
Compassionate Leave Taken. Choose this work type when compassionate leave is taken.
Family and Domestic Violence Leave Taken. Choose this work type when unpaid family and domestic violence leave is taken
G - L
Leave Without Pay Taken. Choose this work type when any unpaid leave is taken.
Long Service Leave Taken. Choose this work type when any unpaid leave is taken.
M - R
Meal Allowance - no meal supplied. Choose this work type when required to work beyond 6.00 pm or if overtime continues beyond 10.00 pm, an employee will be provided with a 30-minute meal break and paid the meal allowance.
Paid Community Service Leave Taken. Choose this work type when community service leave is taken.
Paid Family and Domestic Violence Leave Taken. Choose this work type when paid family and domestic violence leave is taken.
Personal/Carer's Leave Taken. Choose this work type when personal and/or carer's leave is taken.
Public Holiday not worked. Choose this work type where a Permanent employee is not required to work on a shift falling on a gazetted public holiday that the employee would have otherwise worked on had it not been a public holiday.
S - Z
Time In Lieu Taken. Choose this work type when time in lieu is taken.
TIL Accrual - Overtime. Choose this work type if the employee elects to accrue time in lieu rather than be paid overtime for a shift.
Toilet cleaning. Choose this work type if the employee is engaged for the major portion of a day or shift in cleaning toilets.
Vehicle Allowance. Choose this work type if the employee uses their own vehicle during working hours. The kilometres travelled should be entered into the 'units' field.

Shift conditions

Shift Conditions are further details you can add to a shift where more than one condition applies to your shift. Shift conditions are selected when you edit a timesheet record, or when clocking on using the ClockMeIn Time and Attendance or WorkZone apps. The following is a list of Shift Conditions employees can select on their timesheet, and the meaning of each item.

A - F
10 hrs agreement. Select this shift condition if, by agreement between employee and employer, an employee can work ten ordinary hours in a shift.
M - R
Meal Allowance - no meal supplied. Select this shift condition when required to work beyond 6.00 pm or if overtime continues beyond 10.00 pm, an employee will be provided with a 30-minute meal break and paid the meal allowance.
S - Z
TIL Accrual - Overtime. Select this shift condition if the employee elects to accrue time in lieu rather than be paid overtime for a shift.
Toilet cleaning. Select this shift condition if the employee is engaged for the major portion of a day or shift in cleaning toilets.

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.

M - R
Meal Allowance - no meal supplied. Select this shift condition when required to work beyond 6.00 pm or if overtime continues beyond 10.00 pm, an employee will be provided with a 30-minute meal break and paid the meal allowance.
G - L
Laundry. Assign this tag if an employee is required to perform work determined by the leading hand or supervisor to be of a dirty nature.
Leading hand 3–10 employees. Assign this tag if an employee is assigned leading hand in charge of 3-10 employees.
Leading hand 11–20 employees. Assign this tag if an employee is assigned leading hand in charge of 11-20 employees.
Leading hand of more than 20 employees. Assign this tag if an employee is assigned leading hand in charge of more than 20 employees.

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 20.5 Employees with disabilities

Superannuation contributions for employees with a disability will be either 9.5% of their ordinary time earnings or $15 per week, whichever is the greater

Clause 21.6(f-g) Time off instead of payment for overtime

(f) If the employee requests at any time, to be paid for overtime covered by an agreement under clause 21.6 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.

(g) If time off for overtime that has been worked is not taken within the period of six months mentioned in clause 21.6(e),the employer must pay the employee for the overtime. In the next pay period following those six months, at the overtime rate applicable to the overtime when worked.

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  • Hi Jameson,

    Please find the below clause mentioned in the article for employees with disabilities, it says the SG is 9.5% ..., can you please review the document, and confirm that the correct rules are available in the system:

     

    "

     

    Clause 20.5 Employees with disabilities

    Superannuation contributions for employees with a disability will be either 9.5% of their ordinary time earnings or $15 per week, whichever is the greater

    "

     This article is from the Fair Work Commission site:

    "

    19.2               Employer contributions

    Subject to clause 19.5 an employer must make such superannuation contributions to a superannuation fund for the benefit of an employee as will avoid the employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.

    19.3               Voluntary employee contributions

    (a)          Subject to the governing rules of the relevant superannuation fund, an employee may, in writing, authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 19.2.

    (b)         An employee may adjust the amount the employee has authorised their employer to pay from the wages of the employee from the first of the month following the giving of three months’ written notice to their employer.

    (c)          The employer must pay the amount authorised under clauses 19.3(a) or 19.3(b) no later than 28 days after the end of the month in which the deduction authorised under clauses 19.3(a) or 19.3(b) was made.

    19.4               Superannuation fund

    [19.4 varied by PR771378 ppc 09Apr24]

    Unless, to comply with superannuation legislation, the employer is required to make the superannuation contributions provided for in clause 19.2 to another superannuation fund, the employer must make the superannuation contributions provided for in clause 19.2 and pay any amount authorised under clauses 19.3(a) or 19.3(b) to one of the following superannuation funds or its successor, provided that, in respect of new employees, the fund is able to accept new beneficiaries:

    (a)          AustralianSuper; or

    (b)         any superannuation fund to which the employer was making superannuation contributions for the benefit of its employees before 12 September 2008, provided the superannuation fund is an eligible choice fund.

    19.5               Employees with disabilities

    [19.5 substituted by PR723686PR771378 ppc 09Apr24]

    Superannuation contributions for employees with a disability will be either the amount required by clause 19.2 or $15 per week, whichever is the greater.

    "

     

    0
  • Hi Meera Anoop

    Thanks for reaching out. 

    I've asked the content team to review your comment above and make any necessary amendments.

    0

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