This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Passenger Vehicle Transportation Award 2020 [MA000063] package. For further information about the Passenger Vehicle Transportation Award 2020, refer to: Passenger Vehicle Transportation Award
Key Updates to Award
Last Updated: December 2020
Installing and Configuring the Pre-Built Award Package
For details on how to install and configure this Pre-built Award Template, please review the detailed help article here.
This industry award covers employers throughout Australia in the passenger vehicle transportation industry and their employees.
Passenger vehicle transportation industry means the transport of passengers by:
- Motor vehicle, limousine or hire car;
- Bus or coach; and
- Electric tramway, monorail or light rail.
See Section 4 of the Award for more information and exclusions.
The following is a list of work types employees can select on their timesheet, and the meaning of each item.
|Work type name||
Description of work type
|Annual Leave Taken||
Choose this work type when annual leave is taken
|Compassionate Leave Taken||
Choose this work type when compassionate leave is taken
Use this work type to represent ordinary hours, unless another work type is more specific.
Enter the number of units travelled for business purposes. 1 unit is equivalent to 1 kilometre.
|Leave Without Pay||
Choose this work type when leave without pay is taken
|Long Service Leave Taken||
Choose this work type when long service leave is taken
|Paid Community Service Leave||
Choose this work type when paid community service leave is taken
|Personal/Carer's Leave Taken||
Choose this work type when personal or carer’s leave is taken
|Public Holiday Not Worked||
For permanent employees only. Use this work type for a day, or part of a day, where you were not working due to being on a public holiday.
Choose this work type when an RDO is taken
|Time In Lieu Leave Taken||
Choose this work type when TIL is taken
|Travelling Time (in excess of normal)||
Choose this wor type when required to travel above and beyond the normal amount of travel required to and from work
|Waiting Time (single day charter)||
Choose this work type if you are engaged as a coach driver or a bus driver on a single day charter and have a rostered shift divided into two working periods with no requirement to return to the depot during a rostered shift. This work type represents the wait time in between
Shift conditions are like work types but multiple shift conditions can be selected at a time when entering a timesheet. The following shift conditions are applicable to this award.
|Name of shift condition||
Description of shift condition
|Drive an Articulated Bus (ARTBS)||
Choose this shift condition if you are required to drive an articulated bus
|Living Away From Home (LAFHA)||
Choose this shift condition if absence from home and who is unable to conveniently return home
The following tags are available for application to employees under this award.
|Name of Tag||
Description of Tag
|Transportation of school children||
Choose this tag if the employee is solely engaged for the purpose of transportation of school children to and from school
Choose this tag if the employee trained to render first aid. NB: They will also need a qualification to receive the first aid allowance
|Drives an articulated bus||
Choose this tag if the employee is principally required to drive an articulated bus
|Bus driver on single day charter||
Choose this tag if the employee is principally required to drive an buss on a single charter
Choose this tag to implement a 4 week RDO system (0.4 hours per day for 19 shifts)
|2 driver operation||
Choose this tag if the employee is principally employed in a 2 driver operation
|TIL of OT*||
Choose this tag if the employee will receive time in lieu in place of overtime
*Time off instead of payment for overtime leave is accrued at the same rate as the number of overtime hours worked. EXAMPLE: an employee who worked two (2) overtime hours is entitled to two (2) hours’ time off. If time off for overtime is not taken and the time off is to be paid out, it must be paid at the overtime rate applicable to the overtime when worked. This also applies when an employee is terminated and the time off is to be paid out. In order to be paid out correctly, the overtime rate will need to be recorded manually at the same time as the time in lieu accrual is processed. It is suggested that you record the overtime details in the “notes” section of the leave accrual line in the pay run.
If you are required to pay out the time off for overtime either before termination or during termination, you can run a Pay Run Audit Report for the pay runs for the employee when Time in Lieu was accrued to determine the applicable rates (which will detail your notes) and run an Employee Payment History Report to determine if any of the time off for overtime has been taken. You can then determine the correct balance based on the number of hours by taking the equivalent to the overtime payment that would have been made EXAMPLE: an employee who worked two (2) overtime hour at what would have been the rate of time and a half, is then entitled to three (3) hours of time off leave to be accrued. In our above example (the first accrual line of the screen shot) you would take 0.5 hours x 1.5 = 0.75 hours. Therefore, you will need to adjust the time in lieu balance by adding a further 0.25 hours (0.75 hours – 0.5 hours = 0.25 hours).
In this update the overtime rates for casuals have been updated as per the updated pay guide which can be found here.
1 November 2020
The Award, as part of Group 2 Awards, has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here.
These changes come into effect from the first full pay period on or after 1 November 2020. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 November 2020.
The award has been updated to reflect the High Court's decision on the accrual of personal/carer's leave which overturns the decision made by the Full Federal Court of Australia, with personal/carer's leave being calculated on working days not hours. Information on the decision can be found here. As such, we have removed the Personal/Carer's (10 days) Leave Allowance Templates and updated associated Employment Agreements. Please note, this update will not remove any of the above from a business where the award was already installed prior to 25 August 2020. However, any new award installs from 25 August 2020 will not display personal/carer's (10 days) leave details.
For further information on migrating from daily personal/carers leave accruals to hourly please refer here.
The award pay rate templates have been updated to reflect the Australian Taxation Office's decision to increase the cents per kilometre rate for work-related car expense deductions to 72 cents per kilometre. The new rate applies from the first paid date in the 2020-21 financial year.
The award has been updated to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule allows employees to take up to two (2) weeks 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.
Refresh to Award to capture all previous updates.
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.
30 June 2019
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
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.
1 August 2018
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:
- The Payment Classification settings for Allowance based pay categories have been updated as per Single Touch Payroll (STP) requirements.
- We have created a new rule - 10.4(i) Apply Overtime - Over Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 10.4(i):
- 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 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.
For example, if an employee's Advanced Standard Work Hours were as follows:
The rule will assess hours as follows:
- Any time worked on Wednesday, Thursday and Saturday will be deemed overtime;
- Any time worked before the start times on Monday, Tuesday, Friday and Sunday will be deemed overtime; and
- Any time worked after the end times on Monday, Tuesday, Friday and Sunday will be deemed overtime.
(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.
1 January 2018
The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The update provides clarification in clause 10.5(e) on when a school bus driver should receive the minimum shift engagement rule of 2 hours. This can occur on 2 separate shifts in the same day.
The only changes required were to update the clause numbering in our rule set. However, based on the changes above, we would suggest you review the 'rule set consolidation' settings. Go to business > payroll settings > rule sets > select "Passenger Vehicle Transportation Award" from the drop list > Click 'Passenger Vehicle Transport Employee Rule Set' and review the 'shift consolidation' section. We recommend you do not select 'consolidate shifts starting on the same day' but instead select 'Consolidate shifts within [x] of each other' as shown below:
If you have any feedback or questions please contact us via firstname.lastname@example.org