This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Health Professionals and Support Services Award 2010 package. For further information about the Health Professionals and Support Services Award 2010, refer to: Health Professionals and Support Services Award.
Key updates
Select the current financial year tab to see award updates for the 2026/27 financial year, while all previous updates before this time you can find in the historical financial years tab.
1st
We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2026 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 2026. 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 2026.
10th
We’ve made the following changes to the award:
- Updated the 26.1 Saturday and Sunday work rule (both Permanent and Casual rulesets) and the 26.1 Saturday and Sunday work - Shiftworkers rule (Permanent ruleset only) to ensure weekend penalty rates do not trigger while an employee is on call.
- Separated the 18.10 On call allowance rule to ensure exactly one unit of the allowance is paid per day, distinguishing between non-public holidays and public holidays.
1st
We’ve made the following changes to the award:
- New Pay Rates and Employment Agreements have been created to reflect the updated classification structures and minimum rate increases for Support services employees - Dental assistants and Support services employees - Pathology collectors. These changes are in response to the Fair Work Commission’s 'Gender-based undervaluation – priority awards review'.
- All general Support Services employees Pay Rates and Employment Agreements have been officially renamed to Support Services Employees - Other than dental assistants and pathology collectors.
These updates are effective from the first full pay period on or after 1 April 2026. Please install these updates only after you have finalised your last pay run of 2026.
Once installed, you must manually update employee profiles to their new classification levels. For employees engaged on or before 31 March 2026, please refer to the translation arrangements outlined in clause 16.2 of the Award to ensure they are mapped to the correct new level.
You can find more information on the Determination here.
12th
We have updated 18.3(b) Uniform allowance rule in both the permanent and casual rulesets to ensure the allowance does not apply during periods of leave without pay.
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:
- 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.
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.
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.
30th
We have updated the award to apply overtime after 10 hours per shift, including weekend hours, for both Permanent and Casual rulesets. The Saturday and Sunday work and Payment for working on a public holiday rules have also been reordered to appear above the Not more than 10 hours of work rules.
Additionally, we have removed the minimum engagement rules for Casual employees under the Permanent ruleset.
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 Casual pay condition rule set to incorporate a rule for Paid Family Domestic Violence Leave and removed the Convert to Casual rule.
25th
New Pay Rate templates for Casual Employees
We have created a new set of Pay Rate Templates for Casual employees.
For casual employees that have been set up to the correct Employment Agreement, applying the award update will automatically reassign these employees to the new Pay Rate Templates.
If any casual employees have been manually assigned to a Pay Rate Template, their Pay Rate Template will need to be manually reassigned to the new Casual Pay Rate Templates.
NB: You can bulk update employee data via an Employee Import.
Update to Community Service Leave Taken pay category
We have also updated the linked pay category Community Service Leave to accrue leave and payment classification to "Leave - ancillary and defence leave"
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 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 Health Professionals Employee Level 4 - Pay Point One - Part Time employment agreement to reflect the correct Health Professionals Employee Level 4 - Pay Point One pay rate template.
Unpaid Pandemic Leave has been disabled as this entitlement has now expired within this award. Additional information can be found on the Fair Work Commission website.
We have updated the award to correct the rate under the Casual - Less than Ten Hour Break after Overtime pay category so it reflects 250% as per the award.
Unpaid Pandemic Leave has been enabled as this entitlement has now been reinserted within this award and is available for eligible employees from 15 July 2022 until 31 December 2022. Additional information can be found on the Fai Work Commission website.
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 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 Fairwork website.
The award has been updated to ensure the employment agreement Annualised Wage can be assigned to the employee Pay Run Defaults page.
The award has been updated to reflect the changes made as part of Fair Work Commission's determination around 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 this clause. Further information on the employee setup can be found here.
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.
Updates have been made to all rule sets to ensure that when the work type Public Holiday Not Worked is selected, the correct pay category is applied.
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. 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.
The award has been updated to ensure that overtime performed on a public holiday by a permanent employee is classified as overtime. A new pay category called Permanent - Public Holiday Overtime has been added. The pay condition rule set Permanent has been updated with a new rule and existing rules have been edited to facilitate the application of the new pay category.
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 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 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 conditions rule sets Permanent and Casual have been updated. A new rule has been created which will automate an unpaid meal break in line with clause 15.1(a). If you do not want to automate the unpaid meal breaks, then you can unlock the rules in the Manage Award screen and disable them. Further, if the employee elects to forgo a meal break when they work not more than six (6) hours, the employee can select the work type No Meal Break, thereby, no automatic unpaid meal break will be taken.
The award has been updated to reflect changes made as part of the Fair Work Commission decision. In this update the overtime rates for casuals have been amended as per the new pay guide, which can be found here.
The pay conditions rule set Casual has been updated to include clause 24.1(c)(ii) where overtime is to be paid when a casual employee works in excess of 38 hours per week or 76 hours in a fortnight, depending on the rule set period selected.
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 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 Commission decision around flexibility during coronavirus. The new schedule allows employees to take up to two (2) weeks of paid pandemic leave. A new pay category (Paid Pandemic Leave Taken), leave category, and work type (Paid 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.
Under this new schedule, full time employees will need to be paid their base pay rate for ordinary hours. The rate for part-time staff will be the higher of either their agreed ordinary hours of work or an average of their weekly ordinary hours for the previous six weeks
Casual employees who take paid pandemic leave need to be paid an amount based on an average of their weekly pay over the previous six weeks. If they have been employed for less than six weeks, the pay needs to be based on an average of their weekly pay for the time they’ve been employed. The pay rate for casual staff will need to be manually adjusted in each pay run for the period of leave.
Overtime rates for casual employees have been amended to reflect changes made to the award, effective 18 June 2020.
The award, as part of Group 1 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 July 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 July 2020.
The award has been updated to reflect changes made as part of the 4-year review of modern awards. The Tool Allowance on Pay Rate Templates and the Permanent and Casual pay conditions rule sets has been changed to a weekly rate.
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 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.
The pay condition rule sets for Permanent and Casual have been update to reflect amendments made by the Fair Work Ombudsman in relation to the Saturday and Sunday penalty rates paid to 7-day private medical imaging practices.
Rule 24.3(b) has been deleted as the rates for working on Saturday and Sunday are now inline with all other employees.
The award has been updated to reflect changes made as part of the Fair Work Commision decision 4-year review of modern awards. The determination for the new clauses in the modern award can be found here.
The following clauses have been changed/updated/deleted in the award.
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24.2 Private medical, dental, pathology, physiotherapy, chiropractic and osteopathic practices
The ordinary hours of work for a day worker will be worked between 7.30 am and 9.00 pm Monday to Friday and between 8.00 am and 4.30 pm on Saturday.
The 24.2 rule for both the Permanent and Casual pay conditions rule sets have been updated to include employees working in physiotherapy. There has been a change to the span of hours for physiotherapy employees.
- 24.4 Physiotherapy practices
The 24.4 rule for both the Permanent and Casual pay conditions rule sets has been deleted as this clause has been deleted from the award.
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 award has been updated to reflect changes made as part of the Fair Work Commission decision 4-year review of modern awards. The determination for the new clauses in the modern award can be found here.
The following clauses have been changed/updated in the award:
- 26.1 For all ordinary hours worked between midnight Friday and midnight Sunday, a full-time or part-time employee will be paid their ordinary hourly rate and an additional 50% loading.
Updates have been made to pay categories to reflect this new clause.
- Permanent - Shiftwork - Saturday and Sunday is no longer in use
-
Permanent - Saturday - not shiftwork renamed to Permanent - Saturday
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Permanent - Sunday - not shiftwork renamed to Permanent - Sunday
The Permanent rule set has also been updated with the removal of the shiftwork Saturday and Sunday rules and combined with the non-shiftwork Saturday and Sunday rule.
- 29.1 Where the ordinary rostered hours of work of a shiftworker finish between 6.00 pm and 8.00 am, or commence between 6.00 pm and 6.00 am, the employee will be paid an additional loading of 15% of their ordinary rate of pay.
- 29.2 A casual employee who works shift work as defined in clause 29.1 will be paid an additional loading of 40% of their ordinary rate of pay but will not be paid the casual loading of 25%.
- 29.3 The shift penalties prescribed in this clause will not apply to shift work performed by any employee on Saturday, Sunday or Public Holidays where the extra payment prescribed in clause 26 – Saturday and Sunday work and clause 32 – public holidays, apply.
Updates have been made to pay categories to reflect these new clauses.
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Casual - Shiftwork - Saturday and Sunday is no longer in use
-
Casual - Saturday - not shiftwork renamed to Casual - Saturday
- Casual - Sunday - not shiftwork renamed to Casual - Sunday
The Permanent rule set has been updated to reflect the 15% loading of their ordinary rate of pay, adjusted to only include the hours worked from Monday to Friday.
The Casual rule set has been updated with the removal of the shiftwork Saturday and Sunday rules and combined with the non-shiftwork Saturday and Sunday rule.
These changes apply from the first full pay period on or after 9 January 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.
The award has been updated to reflect changes made as part of the Fair Work Commission 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 the Fair Work Commission 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 five days renew 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.
Pay rate template - update rounding $0.01 of casual ordinary hours.
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:
- 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.
- The payment classification settings for allowance-based pay categories have been updated as per STP requirements.
We have created a new rule - 10.3(g) Apply Overtime - Over Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 10.3(g):
- 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.
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.
Please note: When overriding pay rates for Casual employees in "Payrun defaults", please make sure you update the corresponding casual rates in the "Pay rates" section for the employee:
Please note it is paramount that the employee tags are set for each employee. Many of these tags will apply to all employees depending on the type of health practice they are employed by and subsequently affect the interpretation of what is considered to be overtime by the pay condition rule sets.
Coverage
The following list is an example of typical health professional roles which fall under this award:
- Acupuncturist
- Aromatherapist
- Art Therapist
- Audiologist
- Biomedical Engineer
- Biomedical Technologist
- Cardiac Technologist
- Child Psychotherapist
- Chiropractor
- Client Advisor/Rehabilitation Consultant
- Clinical Perfusionist
- Community Development Worker
- Counsellor
- Dental Therapist
- Dietitian
- Diversional Therapist
- Exercise Physiologist
- Genetics Counsellor
- Health Information Manager
- Homeopathist
- Masseur, Remedial
- Medical Imaging Technologist (MIT), including:
- Medical Radiographer
- Ultrasonographer
- Magnetic Resonance Imaging Technologist
- Nuclear Medicine Technologist
- Radiation Therapist
- Medical Laboratory Technician
- Medical Librarian
- Medical Photographer/Illustrator
- Medical Record Administrator
- Medical Scientist
- Medical Technician/Renal Dialysis Technician
- Musculoskeletal Therapist
- Music Therapist
- Myotherapist
- Naturopathist
- Nuclear Medicine Technologist (NMT)
- Occupational Therapist
- Orthoptist
- Osteopath
- Pastoral Carer
- Pharmacist
- Physiotherapist
- Play Therapist
- Podiatrist
- Prosthetist/Orthotist
- Psychologist
- Radiation Therapy Technologist (RTT)
- Recreation Therapist
- Reflexologist
- Research Technologist
- Social Worker
- Sonographer
- Speech Pathologist
- Welfare Worker
- Youth Worker
Installing 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.
While every effort is made to provide a high-quality service, YourPayroll does not accept responsibility for, guarantee, or warrant the accuracy, completeness, or up-to-date nature of the service. Before relying on the information, users should carefully evaluate its accuracy, currency, completeness and relevance for their purposes, and should obtain any appropriate professional advice relevant to their particular circumstances.
Special notes
- The base rate for the following classification levels may not match the rate indicated on the pay guide due to a rounding issue with the system's calculation of casual loading. Please review and make manual adjustments where required.
- Casual - Health professional employee level 2 - pay point 2
- Casual - Health professional employee level 4 - pay point 4
- Clause 23.3(b)(iv): When personal/carer’s leave extends beyond 21 days, the uniform allowance needs to be manually removed from the employee’s pay after the 21st day of leave.
Work types
The below lists and explains the work types an employee can select on their timesheet.
| Annual Leave taken. | Choose this work type when annual leave was taken. |
| Community Service Leave taken. | Choose this work type when community service leave was taken. |
| Compassionate Leave taken. | Choose this work type when a roster day off was taken. |
| Heated artificially between 40 and 46 degrees. | Use this work type where the employer has determined that the employee has had to work in temperatures of between 40 and 46 degrees celcius by artificial means. Note to be paid a heat allowance, the employee must have a tag selected named 'Employed by business prior to 8 August 1991'. |
| Heated artificially over 46 degrees. | Use this work type where the employer has determined that the employee has had to work in temperatures of over 46 degrees celcius by artificial means. Note to be paid a heat allowance, the employee must have a tag selected named 'Employed by business prior to 8 August 1991'. |
| Hours worked. | Use this work type to represent ordinary hours, unless another work type is more specific. |
| Kilometres travelled. | Use this work type when the employee is required and authorised to use their own motor vehicle for work purposes. 1 unit recorded is equivalent to 1 kilometre. |
| Leave without pay. | Choose this work type when the employee has taken leave without pay. |
| Long Service Leave taken. | Choose this work type when long service leave was taken. |
| Nauseous work. | Choose this work type if the employee is engaged in handling linen of a nauseous nature other than linen sealed in airtight containers and/or for work which is of an unusually dirty or offensive nature. |
| No Meal Break. | Use this work type where an employee elects to forgo a meal break when working not more than six (6) hours. |
| On-call. | Choose this work type when the employee is required to be on-call for a 24 hour period. |
| Performs interpreting duties. | Choose this work type if the employee is not a full-time interpreter and has performed interpretation duties. Note that the allowance will be paid once per occasion so the employee will need to input a new timesheet entry for each occasion that interpretation duties are performed. |
| Personal/Carer's Leave taken. | Choose this work type when personal or carer’s leave is taken. |
| Public holiday not worked. | Choose this work type when the day is a public holiday but the employee has a day off (permanent employees only). |
| Recall to work overtime. | Use this work type where an employee is recalled to work overtime after leaving the employer’s premises. |
| RDO Leave taken. | Choose this work type when a roster day off is taken. |
| TIL Leave taken | Choose this work type when time in lieu leave is taken. |
Tags
The following tags are available for application to employees under the Health Professionals and Support Services Award 2010.
| Cleaner in private medical practice. | Choose this tag if the employee is primarily engaged to perform cleaning duties in a private medical practice. |
| Employed by business prior to 8 August 1991. | Choose this tag if the employee was employed by the employer prior to 8 August 1991. This tag works in conjunction with the work types dealing with hot conditions. |
| Laundry allowance. | Apply this tag if the employees are required to launder their own uniform. |
| Provides own tools. | Choose this tag where the employee is a chef or cook and is required to provide their own tools. |
| Shiftworker. | Choose this tag if the employee is regularly rostered to work their hours outside the ordinary hours of work of a day worker. Shiftwork penalties will apply in these cases. |
| TIL. | Choose this tag if the employee has agreed to receive time in lieu instead of overtime. |
| Uniform allowance. | Choose this tag if the employees need to purchase their own uniforms rather than being supplied free of cost by the employer. |
| Works at a 5.5 day medical imaging practice. | Choose this tag if the employee works for a medical imaging practice which trades for 5 and a half days. This will affect the span of hours which forms part of the employees ordinary hours. |
| Works at a 7 day medical imaging practice. | Choose this tag if the employee works for a medical imaging practice which trades for 7 days. This will affect the span of hours which forms part of the employees ordinary hours. |
| Works at a dental practice. | Choose this tag if the employee works for a dental practice. This will affect the span of hours which forms part of the employees ordinary hours. |
| Works at a pathology practice. | Choose this tag if the employee works for a pathology practice. This will affect the span of hours which forms part of the employees ordinary hours. |
| Works at a physiotherapy practice. | Choose this tag if the employee works for a physiotherapy practice. This will affect the span of hours which forms part of the employees ordinary hours. |
| Works at private medical practice. | Choose this tag if the employee works for a private medical practice. This will affect the span of hours which forms part of the employees ordinary hours. |
Further information
Time off instead of payment for overtime leave accrues at the same rate as the number of overtime hours worked. For example, an employee who worked two overtime hours has an entitlement to two hours’ time off. If you do take time off for overtime and the time off you intend, pay it out, you must pay at the overtime rate applicable to the overtime when worked
It also applies when you terminate an employee and you have to pay out the time. To pay it out correctly, you will need to record the overtime rate manually while you are processing the time in lieu accrual. We suggest 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. It will show the pay runs for the employee where they accrued Time in Lieu, enabling you to determine the applicable rates. Next, you can run an Employee Payment History Report to determine if they took any of the time off for overtime. You can then determine the correct balance based on the number of hours by taking the equivalent to the overtime payment that you made.
Example: an employee who worked two (2) overtime hours 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).
System limitations
Please note that rules will not be able to interpret or calculate the below clauses due to system limitations and will require manual intervention.
Where, prior to the taking of leave, an employee was paid a uniform allowance other than at the weekly rate, the rate to be paid during absence on leave will be the average of the allowance paid during the 4 weeks immediately preceding the taking of leave.