4th

Permanent and Casual rulesets have been revised to ensure that overtime pay is correctly applied to employees tagged as Horticultural Employee or Maintenance Employee, in accordance with Award Clause 15.6 – Special provisions for maintenance and horticultural employees.

Additionally, the Maximum Daily Engagement rules have been updated to apply overtime per day, rather than per shift, consistent with Clause 15.3 and Clause 11.4 of the award.

The Public Holiday Not Worked rule is now linked to the pay item "Permanent – Ordinary Hours PHNW", replacing the former mapping to "Permanent Ordinary Hours". The duplicate rule Public Holiday Not Worked – Part Time has been removed.

The Public Holiday Worked rule has also been revised to ensure accurate mapping of both ordinary and overtime hours worked on public holidays.

7th
We've 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.

6th
We have updated the Registered & Licensed Clubs Permanent rule set to ensure that the Minimum Engagement—Part-Time rule aligns with clause 10.7(b) and that the correct penalty is applied.

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. 

The Registered & Licensed Clubs Casual & Registered & Licensed Clubs Permanent rule sets have been updated to include a rule for Paid Family Domestic Violence Leave.

The "First Aid Allowance" within Registered & Licensed Clubs Salaried Managers (50%) & Registered & Licensed Clubs Salaried Managers (20%) rule sets have been updated to be an all-purpose allowance.

13th

We have updated the penalty percentage for pay category RDO OT No Meal Break. We have also updated the mapping of work type TIL of Overtime to employee's primary pay category to avoid processing as leave taken.

15th

We have updated the pay rate templates so that the laundry allowance is payable only to club managers as per clause 19.3(d).

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 make sure 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 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 of July 2023.

We have updated the Registered & Licenced Clubs Permanent ruleset to include the following tags 4/8 - 1/6, 4/9.5, and 5/7.6 to align with clause 15.3 of the award. Thereby, making sure the average hours calculate correctly once the relevant tag is assigned to an employee. To read further information on this, refer to the Tags section of this article.

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 1st Oct 2022. Please install these updates after you have finalised your last pay run before the first full pay period starting on or after 1st Oct 2022.

The rates have been updated for Vehicle Allowance (above and within ATO limit). Further information can be found here.

The rule sets Registered & Licenced Clubs Casual and Registered & Licenced Clubs Permanent have been updated to make sure that when an employee works higher duties for more than two hours that the higher classification applies to all shifts on the same day.

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 in line with the ATO's requirements for STP Phase 2 reporting. The reporting of gross earnings is now being disaggregated into distinguishable categories. 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.

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 employees' 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. 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 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.

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 1st July 2021. Please install these updates after you have finalised your last pay run before the first full pay period starting on or after 1st July 2021.

Updates have also been made to the leave category Family & Domestic Violence Leave, so that the balance is displayed in days instead of hours in line with the National Employment Standards.

Once 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. For further instruction on how to correct the balance, please see How to Fix Family & Domestic Violence Leave Balance Data.

This update is to make sure that any new installs of this award conducted since 1st July are now captured with the SG increase from 9.5% to 10% for all pay categories. If you have installed this award between 1st July 2021 to 8th July 2021 for the first time, please make sure you select "NO" to preserve custom pay categories. If you were using this award before 1st 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 Registered & Licensed Clubs Salaried Managers (50%) has been updated to remove the penalties when an employee works on a public holiday. Under clause 18.4(a)(ii), all penalties under clause 24 are excluded from payment for these managers.

The pay condition rule sets Registered & Licensed Clubs Salaried Managers (50%) and Registered & Licensed Clubs Salaried Managers (20%) have been updated to include penalties when an employee works on a public holiday.

The award has also been updated to include employment agreements Salaried Level 6 - 20% above minimum and Salaried Level 6 - 50% above minimum.

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 1st February 2021. Please install these updates after you have finalised your last pay run before the first full pay period starting on or after 1st February 2021.

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

In this update, the pay conditions rules for Registered & Licensed Clubs Permanent and Registered & Licensed Clubs Casual have been amended for the Early and Late work penalties to become payable on a pro-rata basis for part of an hour worked. First Aid Allowance has also been amended to be paid per hour worked up to the maximum each week. In addition to these changes, the pay rate for Tool Allowance has been updated.

The award has been updated to reflect the High Court of Australia'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 before 25th August 2020. However, any new award installs from 25th August 2020 will not display Personal/Carer's (10 days) Leave details.

For further information on migrating from daily personal/carer's 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 employment agreement for Casual Level 4 Juniors (employed in the bar or where liquor is sold) has also been updated to include the leave allowance template for Victoria.

The award has been updated to reflect changes made as part of the Fair Work Commission 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. 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 make sure 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.

Further updates to the the Registered & Licensed Clubs Casual, Registered & Licensed Clubs Permanent, and Registered & Licensed Clubs Casual Fitness Instructor pay condition rule sets in relation to clause 28.5 when the minimum break has not been taken; to exclude broken shifts receiving the minimum break penalty on the same day.  

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 Registered & Licensed Clubs Casual, Registered & Licensed Clubs Permanent, and Registered & Licensed Clubs Casual Fitness Instructor pay conditions rule sets have been updated to include rules for clause 28.5 when the minimum break has not been taken as well as clause 24.2 with the combination of clause 28.5 Minimum Break with No Meal Break.

Updated Registered & Licensed Clubs Casual pay conditions for clause10.5(e)(i) Maximum Daily Engagement to make sure that once the maximum hours have been worked in a day, the remaining hours are paid as overtime.

The Registered & Licensed Clubs Casual Fitness Instructor pay condition rule sets have been updated to reflect the Delayed/No Meal Break penalties associated with clause 24.2 Meal Breaks. When an employee is not given a meal break in line with clause 24.1 of the award, an extra 50% penalty of the ordinary hourly rate is payable.

The Registered & Licensed Clubs Permanent top up rule pay condition for part-time employees have been updated to make sure that the top up of hours worked by the employee to their agreed standard hours as per clause 10.4 of the award, includes any leave taken within the shift period. 

The update also included for Registered & Licensed Clubs Casual, Registered & Licensed Clubs Permanent, and Registered & Licensed Clubs Casual Fitness Instructor to include TIL of Overtime with using tags or work types.

Pay rate templates amended to include the Weekday Early Morning and Weekday Evening penalty rates.

The Registered & Licensed Clubs Permanent and Registered & Licensed Clubs Casual pay condition rule sets have been updated to reflect the Delayed/No Meal Break penalties associated with clause 24.2 Meal Breaks. When an employee is not given a meal break in line with clause 24.1 of the award, an extra 50% penalty of the ordinary hourly rate is payable.

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 before the first full pay period starting on or after 1st July 2019.

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.

Update to rule set pay condition Registered & Licensed Clubs Permanent, Registered & Licensed Clubs Casual, and Registered & Licensed Clubs Casual Fitness Instructor in line with Clause 29.4 Late and Early Work Penalty of the award.

It now allows for the full hour of the penalty payment for pay categories Weekday Early Morning and Weekday Evening to be processed when only part of an hour is worked. The rule now allows for rounding of units.

Pay rate update for Casual Introductory 20+ years Ordinary Hours in line with effective 1st July 2018 pay rate increase.

The award has been updated to reflect changes made as part of the Fair Work Commision 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 1st August 2018. Further information can be found at the Fair Work Commision website.

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-day entitlement renews each 12 months of 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 1st July 2018. Please install these updates after you have finalised your last pay run before the first full pay period starting on or after 1st 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 ‌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.
2. The Payment Classification settings for allowance-based pay categories have been updated as per Single Touch Payroll (STP) requirements.

Added employment agreements (EAs) at each level to cater for the award clause below, the new EAs can be selected using higher classifications in the timesheets;

12.1 Junior employees employed in the bar or other places where liquor is sold must be paid at the adult rate of pay in clause 17.2 for the classification of the work being performed.

Fixed any Auto Meal Break rules so that they do not apply to leave requests. Also, updated allowance pay categories configuration, e.g. changed payment classifications.

Created Kilometre Allowance pay categories - above and below ATO limits

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

Casual Employees

The changes replace Clause 10.5(b) - Casuals and Clause 28 - Overtime to include overtime paid for casuals. This now provides for casual staff to be paid overtime of more than the following:

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

N.B.: We have applied the rule using 38 hours worked over a week to remain consistent with the rule set for permanent staff.

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

These changes are reflected in the Registered & Licensed Clubs Casual and Registered & Licensed Clubs Casual Fitness Instructor rule sets. We have also automatically enabled the work types about meal allowances for casual staff. To be paid a meal allowance, the Meal Allowance work type needs to be selected on a separate line of the timesheet and a unit of one recorded.

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

Part Time Employees:

Clause 10.4 has been updated for part-time employees, and mandates the idea of guaranteed hours reflected as the employee standard hours in the platform, and the employee availability. We have interpreted the employee 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 more than their guaranteed hours and not attract overtime, until they have worked more than 38 hours or an average of 38 hours per roster cycle. 

This means we have removed Overtime in excess of standard hours and replaced this with Overtime in excess of 38 hours per week.

These changes have been reflected in the Registered & Licensed Clubs Permanent rule set.

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