18th

• Updated the following rules to ensure that hours associated with clause 30.3 Additional public holiday arrangements for full-time employees are excluded from penalty or overtime counting toward the outer limit.
  • Penalty Hours - 24.2(a) Weekday 12am-6am
  • Penalty Hours - 24.1 Saturday & Sunday
  • Penalty Hours - 24.1 Public Holiday
  • 15.1(b) Maximum Daily Engagement
  • 15.1(e) 10 Hour Between Shifts
  • 10.13(b) & 9. Exceeding period hours (over 1 week period)
  • 10.13(b) & 9. Exceeding period hours (over 2 week period)
  • 10.13(b) & 9. Exceeding period hours (over 3 week period)
  • 10.13(b) & 9. Exceeding period hours (over 4 week period)
     
• Updated the following rules to ensure the relevant benefit aligning with clause 30.3 Additional public holiday arrangements for full-time employees are paid in addition to the default Annualised Wage hours:
  • 30.3(a) Public Holiday Rostered Day Off - Full Time (Extra Day pay)
  • 30.3(a) Public Holiday Rostered Day Off - Full Time (annual leave accrual)
     
• Added a new rule "23.4 Apply Overtime - Working on RDO" to ensure that hours worked on a Rostered Day Off that exceed the outer limit are paid at double-time overtime rates.

20th

We've updated the Permanent Restaurant (excluding shift workers) and Annualised Wage Arrangement rule sets so that Public holiday not worked and leave entries no longer trigger the split shift allowance.

16th

We have updated the Salaried Ruleset to disregard the time-worked threshold, aligning with standard configurations.

2nd

We’ve made the following changes to the "Annualised Wage Arrangement" ruleset:

• Updated the logic for outer limits to reflect that penalty hours and overtime hours are not exclusive of each other, following clarification from the Fair Work Ombudsman (FWO), as penalty and overtime hours are treated as an "or" provision, ensuring they are not double-counted toward the outer limit.
• The following rules have been reordered to ensure that outer limits are accumulated correctly across the platform:
• Penalty Hours - 24.2(a) Weekday 12am-6am
• Penalty Hours - 24.1 Saturday & Sunday
• Penalty Hours - 24.1 Public Holiday
• Unticked the "all purpose allowance" box under 24.1 Apply Penalty Rates - Public Holiday rule.

19th

We have updated the Permanent Restaurant (excluding shift workers) ruleset so that overtime now applies whenever a broken shift results in a daily spread of more than 12 hours.

5th

We have updated the existing Annualised Wage primary pay category and its corresponding pay rate templates from hourly to annual settings to align with Clause 20.1 of the Award.

30th

We have introduced a new suite of configurations for Salaried Employment Agreements to allow the employers to manage the salaried employees, who are under Individual flexibility arrangements, directly within the award instead of having to remove them.

This introduction, which is an enhancement rather than a legislative update requirement, includes the items below if they do not already exist within an award:

• Pay Categories (Salary and Salary - Public Holiday Not Worked).
• Leave Allowance Templates for “No loading” and “With loading”.
• Rule Set to disregard timesheets.
• Pay Rate Templates.
• Employment Agreements for all employee types (full-time, part-time, and casual).

For detailed information on the changes, please refer to our guide here.

8th

We've updated the "Level 3 - Annualised Wage - Full time" employment agreement to correctly map to the "Permanent Annualised Wage L3 19yrs" pay rate template.

1st

We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2024-25 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 2025. 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 2025.

We have also marked the Weekday Late Work (12am to 7am) pay category with an (*) asterisk to indicate it is no longer in use.

14th

We have renamed all leave allowance templates by adding the award code as a prefix. This ensures each template can be accurately associated with its respective award, particularly in cases where template names are identical.

We have also updated the "Automatic Meal Break" rules to align with clause 16.2, ensuring that only one unpaid meal break applies. 

26th

We have identified an issue affecting Paid Family and Domestic Violence Leave (PFDVL) accrual calculations. The accrual method was changed from "BASED ON A LEAVE YEAR" to "ON AN ONGOING BASIS," which may have caused incorrect leave accruals for some employees. The award has been updated to correct the accrual configuration.

For guidance on making leave adjustments, refer to this support article.

29th

We have updated the award to offer two options for managing Sunday work, aiming to address issues with pay categories and tags, particularly when employees work at a higher classification level.

Here’s the summary of the key changes:

• We've introduced the "Casual L3 and above" tag to the casual ruleset
• We've updated the following stand-alone pay categories on all pay rate templates
  • Casual Sunday
  • Casual - No break Sunday
• We've marked the "Casual - No break Sunday overtime" with an asterisk (*) and disabled it in all pay rate templates.

For detailed information on the changes, please refer to our updated guide here.

5th

Schedule R Award flexibility for COVID-19 Pandemic Recovery has ceased operation.

The "COVID-19 Not Worked" and "Unpaid Pandemic Leave" work type is now marked with an (*) asterisk to indicate that it is no longer in use. All usage of this work type within all rule sets have been removed. 

8th

We have added two new rules "24.1 Sunday - Intro to L2 (Working higher duties)" and "16.5 No Meal Break Sun - Intro to L2 (Working higher duties)" for Casual Restaurant where employees classified as Introductory level, Level 1 or Level 2 will be paid correct higher classification on a Sunday.

We have also introduced a new worktype called "Intro - L2 Sunday higher duties" to ensure that employees who are classified as Introductory level or Level 1 receive the correct rates when working higher classification up to Level 2.

17th

Per clause 30.3 additional public holiday arrangements for full-time employees, Fair Work has clarified that the "extra day's pay" is not subject to penalty rates and leave entitlements, and should be excluded from calculating period overtime. The relevant rules under the Permanent Restaurant (excluding shift workers) rule set have been updated to reflect this change. We've also updated the interpretation for the accrual of an "additional day's annual leave" to avoid double accrual and on top of penalty rates.

We have updated the rule of "Minimum Engagement - Public Holiday" for Permanent Restaurant (excluding shift workers) where the hours work from continuous shift will be paid for actual hours worked during a public holiday.

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 award to incorporate the following adjustments:

• Revised the pay condition rule sets to include a provision for Paid Family Domestic Violence Leave
• Corrected the penalty rate for Permanent - No Break Public Holiday overtime pay category
• Introduced No Leave Loading Leave allowance templates for Annualised Wages
• Marked the Permanent - Ordinary Hours (Exemption Rate) and its associated pay categories with an (*) asterisk to indicate they are no longer in use.

24th

Per clause 24.2 and 24.3, we have updated the Weekday 10pm - 12am and Weekday 12am - 6am penalty rules in both Permanent and Casual rule sets so these weekday penalty rates will not apply during Public Holidays and period of leaves. 

1st

We have updated the "Reapply Overtime as Additional Rules" in the Annualised Wage Arrangement rule set, to ensure the payment for "Annualised Wage Outer Limit - Public Holiday OT" will apply correctly. All the Annualised Wage pay rate templates have also been updated by enabling the relevant pay categories. 

15th

To ensure the correct pay rate is calculated, the configuration of the rounding of the following pay categories has been updated:

• Casual - Sunday Intro to L2
• Casual- Sunday L3 to L6
• Casual - No Break Sunday - Intro to L2
• Casual - No Break Sunday - L3 to L6
• Casual - No Break Sunday Overtime

11th

Per clause 16.5, we've updated the respective "no break" pay categories adhering to ordinary time earnings to ensure these hours accrues super and leave respectively. 

14th

We have updated the Casual Restaurant rule set and created new pay categories linked under Ordinary hours. This will ensure that the penalties and overtime rates will be updated automatically when the base rate is changed. The new pay categories are as follows:

• Casual - No Break Sunday - Intro to L2
• Casual - No Break Sunday- L3 to L6
• Casual - No Break Sunday Overtime
• Casual- Sunday Intro to L2
• Casual- Sunday L3 to L6

We have also introduced a new tag called "Casual Intro to L2" to ensure that employees who are classified as Introductory level, Level 1 or Level 2 receive the correct rates.

14th

The ruleset Annualised Wage Arrangement has been updated to ensure that the work type Public Holiday Not Worked does not trigger penalty calculations. 

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.

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.

We have also updated the community service leave category to ensure it pays at base rate. Pay rate templates, employment agreements and pay categories related to Schedule R has been disabled as this schedule ended operating on 10 August 2022.

We have updated the award to correct the rate used within the Permanent - Public Holiday Overtime pay category.

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 ruleset Annualised Wage Arrangement has been updated to calculate 38 hours of Annualised Wage per week if an employee is attached to any (Weekly, Fortnightly or Four Weekly) ruleset period.

The pay category Permanent - No break overtime has been updated to calculate the correct rate. Additionally, the Permanent Restaurant (excluding shift workers) ruleset has also been updated to ensure the No Break Taken - OT rules apply the correct pay categories. The award has been updated to correct the rates within the following pay rate templates, Casual L5 19yrs and Permanent L5 19yrs. 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 Oct 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 Oct 2022.

The below changes have been removed to correctly trigger Annualised Wage and Outer Limits Penalties.

The ruleset Annualised Wage Arrangement ordering has been updated to trigger Outer Limits Penalties above 18 hours and remove the duplicate Annualised Wage pay category.

Annualised Wage Arrangements

The ruleset Annualised Wage Arrangement has been updated to include No Meal Break rules, these payments aren't covered by the annualised wage arrangement and are paid on top of the annualised wage.

The ruleset has also been updated to trigger outer limits payments for both Outer Limits Penalties above 18 hours and Outer Limits Overtime above 12 hours, these payments are exclusive of each other and must be paid once each outer limit has been reached.

Schedule R

Schedule R ceased operating on 10 August 2022, the rulesets Permanent Restaurant (excluding shift workers) & Casual Restaurant have been updated to remove the substitute allowance and Employment Agreements - exemption rate agreements within the platform have also been removed.

Additional Update

The ruleset Permanent Restaurant (excluding shift workers) has been updated to exclude the pay category  OT Clearing from the following rules - 10.13(b) & 9. Exceeding period hours (over 1 week period), 10.13(b) & 9. Exceeding period hours (over 2 week period), 10.13(b) & 9. Exceeding period hours (over 3 week period) & 10.13(b) & 9. Exceeding period hours (over 4 week period). This will ensure period overtime for each respective period will be calculated correctly.

Annualised Wage Arrangements

Significant changes have been made to the configuration of this award to accommodate for the changes made to Clause 20 -  Annualised salary arrangements. Prior to this change made to the award, the Annualised salary arrangement could be paid in lieu of all entitlements listed in clause 20, as long as the employee was better off on this arrangement than on hourly pay at minimum wages. The new clause (now termed Annualised Wage Arrangements) requires employers to pay additional hours (termed Outer Limit hours) in addition to their standard salary for Penalty and Overtime hours exceeding a certain criteria. More information can be found here. 

Prior to these changes, Employment Hero Payroll did not cater for the setup of employees under clause 20. We have now introduced a new ruleset, pay categories, pay rate templates and employment agreements to accommodate employees paid under this clause.

Summary of New Configuration in Employment Hero Payroll

New Pay Rate Templates, Employment Agreements and Pay Categories

We have created new Employment Agreements and pay rate templates for employees on an annualised wage arrangement. The new Pay Rate Templates are named in the following format, Permanent Annualised Wage L1 20yrs & over. The base rate for the employee’s salary has been set at the award minimum (125% of the ordinary rate). If an employee is paid a salary higher than this amount, you may override the employees base rate using the instructions in this article.

The new Employment Agreements are named in the following format, Level 1 - Full Time - Annualised Wage. 

We have also created the following pay categories:

• Annualised Wage
• Annualised Wage Outer Limit - Ordinary Hours
• Annualised Wage Outer Limit - Saturday
• Annualised Wage Outer Limit - Sunday
• Annualised Wage Outer Limit - Public Holiday
• Annualised Wage Outer Limit - Overtime x1.5
• Annualised Wage Outer Limit - Overtime x1.75
• Annualised Wage Outer Limit - Overtime x2
• Annualised Wage Outer Limit - Public Holiday OT

New Rule Set

We have created a new rule set called Annualised Wage Arrangements. This new ruleset will:

• Pay employees an annualised wage of 38 hours per week (unless an unpaid leave request has been made)
• In addition to their regular salary, the employee will also be paid for any additional Outer Limit Hours where the employee:
• Works more than an average of 18 ordinary hours which would attract a penalty rate under clause 24.2(a) of the award per week, excluding hours worked between 7.00pm to midnight
• Works more than an average of 12 overtime hours per week in excess of ordinary hours
• These additional Outer Limit hours will be paid at the relevant penalty or overtime rates, however, these rates are based on the minimum award base rate for their classification rather than their annualised wage rate.

This new ruleset will not do the following (unless customised under guidance from the support team):

• Pay employees an annualised wage of less than or greater than 38 hours per week
• Pay the additional hours based on custom outer limit agreements, e.g. if the employer has agreed to pay additional Outer Limit hours for overtime worked in excess of 10 hours a week rather than 12.
• Pay Split Shift Allowance listed in clause 21.3

Instructions to Configure Employees on the Annualised Wage Arrangement

Employees under this arrangement must be set up with following settings. Note that these employees must be paid via timesheets rather than by default in a pay run (i.e. auto-pay).

The award has been updated to remove the $350 superannuation threshold, please install this update into your business prior to the first pay run in July. Information on this decision can be found here.

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 ruleset, Permanent Restaurant (excluding shift workers), has been updated to exclude work type Personal/Carer's Leave Taken from penalty rates, to ensure Personal/Carer's Leave hours are paid at ordinary hours rate of pay. 

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 ruleset, Permanent Restaurant (excluding shift workers), has been updated to ensure that when hours for Part Time employees are topped up to standard hours this is paid at their ordinary rate of pay.

The award has been updated in line with the ATO's requirements for STP Phase 2 reporting. The reporting of gross earnings are now being disaggregated into distinguishable categories. The Pay Category payment classifications have been updated in line with the ATO specification categories found here. For further information please see our STP support article.

Pay rates templates for Juniors employees under Levels 3-6 have been updated as per the pay guide.

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 November 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 November 2021.

In addition, penalty rates for no meal break taken on weekends have been amended on 9/11/2021.

The award has been updated to reflect the addition of Schedule R to the award. More information can be found here.

A new ruleset, Exemption Rate Agreement (Full Time Level 5 and 6), has been created for employees who are on an Exemption Rate Agreement per Clause R.3 in the award. New Employment Agreements, Level 5 (Exemption Rate) – Full Time and Level 6 (Exemption Rate) – Full Time, have been created, along with corresponding Exemption Rate Pay Rate Templates. New Exemption Rate pay categories have also been created.

The rulesets, Permanent Restaurant (excluding shift workers) and Casual Restaurant have been updated to allow for the Substitute Allowance in Clause R.5 of the award. Where the Substitute Allowance applies, the tag “Substitute Allowance” must be added to the employee’s profile. A new pay category, Substitute Allowance, has been added. All existing pay rate templates for both Casual and Permanent, Intro Level to Level 6 have been updated to include a rate for the Substitute Allowance.

Updates have been made to the Unpaid Pandemic Leave allowance Templates so that the balance is displayed in weeks instead of hours in line with the Fair Work Commission's guidelines.
Once the award update is installed, all employee’s Unpaid Pandemic leave balances will be displayed in weeks not hours. This will mean that an employee’s balance may now show as 76 weeks. In order to correct the balance please see How to Fix Unpaid Pandemic Leave Balance Data.

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. In order 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 clause numbers have been updated in each pay condition rule set to reflect the changes to clause numbers in this award as part of the 4-year modern review.

Update to the pay condition rule sets Casual Restaurant and Permanent Restaurant (excluding shift workers) in line with Table 8 -  Penalty Rates. The rules for Monday to Friday - 10pm to midnight and Monday to Friday - midnight to 6am penalty rate now allow for the full hour of the penalty payments to be processed when only part of an hour is worked. The rule now allows for rounding of units.

Two new pay categories "Casual - No break Sunday and Casual - No break Sunday overtime" have been created. The pay condition rule set Casual Restaurant has been updated to ensure the correct rate is applied when someone does not take a meal break on a Sunday.

Rounding of $0.01 for some linked pay categories has been updated in line with the new pay rate changes effective as of 1 February 2021. If you have not updated the new pay rates yet, do not install this update until you have finalised your last pay run prior to the first full pay period commencing on or after 1 February 2021.

The award, as part of Group 3 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 February 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 February 2021.

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 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.

The award has been updated to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule I allows employers to temporarily reduce permanent employees’ hours during this coronavirus period. A new work type has been created - COVID-19 Not Worked, which is to be used for ordinary hours not worked, enabling employees to still accumulate their leave entitlements at their ordinary hours, however, they will not be paid for those hours.

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. 

The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The determination can be found here. The changes come into effect from the first full pay period on or after 23 January 2020. Further information can be found at Fair Work.

Clause 14.12 & 20.2 Apprentice Wages - the Pay Rate Templates and Employment Agreements have been updated to include all apprentice classifications and wages under the new clauses, which also includes competency based progression. If the apprentice moves to a higher stage of progression faster than the maximum time requirement, then you may change their anniversary date in their employee details screen to match the stage the employee has reached to ensure the correct pay rate is applied.

Clause 24.3(a) Tool Allowance - the Pay Category name has been changed to Tool Allowance and the Work Type has been changed to Tool Allowance, removing the word "Apprentice" as this allowance now applies to both Cooks and Apprentice Cooks when they use their own Tools.

Rounding update for casual pay rate templates.

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 Permanent Restaurant (excluding shift workers) to the Apply Overtime rules for Overtime worked on a Public Holiday. The Current rule 33.2 Apply Overtime Penalties rule now excludes the Public Holiday and a separate rule 33.2 Apply Overtime Penalties PH pays the Public Holiday rate. Update to the rule set pay conditions for Casual Restaurant, Permanent Restaurant (excluding shift workers) to the Apply Overtime rules for Overtime worked on a Public Holiday. The Current rule 33.2 Apply Overtime Penalties rule now pays the Public Holiday rate for the whole shift, no overtime rate applies.

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 system and the issue has now been resolved with this update.

The following changes are a result of a general award overview,

The "no meal break" rule in pay conditions Casual Restaurant and Permanent Restaurant (excluding shift workers) has been updated to rule 32.3 the rate multiplier has been removed and instead pay category with linked rate has been applied.

The maximum daily engagement rule 31.2 has been updated and is now processing as 1 line to top up and to not pay OT on the top up of standard hours.

Creation of new Employment Agreements for Part-Time Adult Apprentice and Apprentice Cooks.

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 Australia website.

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 Payment Classification settings for Allowance based pay categories have been updated as per STP requirements.

The following changes are a result of a general award overview and incorporate new enhancements made to pay conditions rules:

1. The automated meal break rule now is automatically excluded from timesheets created from a leave request. Additionally, the rule will search any manual break recorded before automatically applying a meal break;
2. Leave categories are mapped to leave work types so that leave pay categories are automatically applied in the pay run;
3. Created a shift condition for overtime meal allowance, as detailed further below;
4. Overtime Meal Allowance has been amended so that it is set to be excluded from an income statement;
5. Users can choose to have the 38 hour week averaged over a 1, 2, 3 or 4 week period. This setting can be adjusted via the Rule Set Period setting:
6. Created a tag for Tool Allowance, as detailed further below;
7. Amended the setup of the work type Apprentice Tool Allowance so that it does not need to be added on a separate timesheet line. Rather, the work type can be assigned on the same timesheet line detailing the employee start and finish time;
8. Automatically enabled the work types Time in Lieu of Overtime and Time in Lieu Taken for casual employees;
9. Activated the leave type Time in Lieu Taken for casual leave allowance templates;
10. The Permanent Restaurant (excluding shift workers) rule set has been amended so that TIL of Overtime was accruing against the leave category Time in Lieu rather than Annual Leave;
11. Maximum daily engagement of 11.5 hours has also been applied to part time employees, in accordance with clause 12.8(b) of the award; 
12. Tags descriptions have been added.

The award has been updated to reflect changes made as part of the Fair Work Australia Decision 4-year review of modern awards.

Casual employees

The changes are a replacement of Clause 13 - Casuals and Clause 33 - Overtime to include overtime paid for casuals. This now provides for casual staff to be paid overtime in excess of the following:

• For a maximum of 38 hours per week or, where the casual employee works in accordance with a roster, an average of 38 hours per week over the roster cycle (which may not exceed 4 weeks)
• 12 hours in one day

NB: We have applied the rule using 152 hours worked over a four week period to remain consistent with the rule set for permanent staff.

Implicitly, this also means overtime can be converted to TIL by using the 'TIL of OT' employee tag, and this has also been reflected in the rules.

These changes are reflected in the "Casual Restaurant" rule set. We've also automatically enabled the work types relating to meal allowances for casual staff. To be paid a meal allowance, the '2+ hrs OT worked (no prior notice to employee)' work type needs to be selected on a separate line of the timesheet and a unit of 1 recorded.

These changes have also meant a set of new pay categories for casual overtime and the pay rate templates for casual employees have been updated.

Part time employees

Clause 12 has been updated for part time employees, and mandates the idea of 'guaranteed hours' reflected as the employee standard hours in the system, and the 'employees availability'. We have interpreted the employees availability as only affecting the hours available to roster the part time employee (use 'unavailability' in rostering to achieve this), so no changes are reflected in the pay condition rule set.

The new changes do mean that an employee can work hours in excess of their guaranteed hours and not attract overtime, until they've worked in excess of 38 hours or an average of 38 hours per roster cycle. 

This means we've removed the 'overtime in excess of standard hours' and replaced this with 'overtime in excess of 152 hours per 4 weeks'.

These changes have been reflected in the 'Permanent Restaurant (excluding shift workers)' rule set.

Please note that the changes come into effect on the first full pay period on or after 1 January 2018. This means that you should only install these updates once you've completed the last pay period that pays shifts worked during December 2017.