This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Fast Food award package. For further information about the fast food industry award, refer to Fast Food Industry Award
Key Updates to Award
Last Updated: November 2019
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.
1+ OT hrs worked (24 hrs prior notice not provided to employee)
An employee that was required to work more than 1 hour of overtime with less than 24 hours’ notice and not provided with a meal should add 1 unit of this allowance to their shift. Refer section 19.1(a) of the Fast Food Industry Award.
4+ OT hrs worked (24 hrs prior notice not provided to employee)
An employee that was required to work more than 4 hour of overtime with less than 24 hours’ notice and not provided with a meal should add 1 unit of this allowance to their shift. This is in addition to adding 1 unit of "1+ OT hrs worked (24 hrs prior notice not provided to employee)". Refer section 19.1(a) of the Fast Food Industry Award.
Cold Work (above 0 degrees)
Employees principally employed on a particular shift to enter cold chambers and/or to stock and refill refrigerated storages should choose this work type. Refer section 19.8(a) of the Fast Food Industry Award.
Cold Work (below 0 degrees)
Choose this work type if the employee was required to in a cold chamber where the temperature is below 0 degrees. Refer section 19.8(b) of the Fast Food Industry Award.
Where an employer requests an employee to use their own motor vehicle in the performance of their duties, this work type should be used. The kilometres traveled should be entered into the ‘units’ field. Refer section 19.6 of the Fast Food Industry Award.
No meal break
Normally, meal breaks are automatically added for shifts over 5h30m. Use this work type to indicate that no meal break was taken during the shift.
Public Holiday not worked
Choose this work type where employees are not required to work on a gazetted public holiday.
Choose this work type when annual leave was taken
Choose this work type when carer’s leave was taken
Choose this work type when compassionate leave was taken
Long Service Leave
Choose this work type when long service leave was taken
Choose this work type when sick leave was taken
Time in Lieu taken
Choose this work type when time in lieu was taken
Time off in Lieu of Overtime
Choose this work type if the employee elects to accrue time in lieu rather than be paid for any overtime for this shift.
Choose this work type when unpaid leave was taken
The following tags are available for application to employees under the Fast Food Industry Award.
Assign this tag if the employee is employed as a shift worker who is regularly rostered to work on Sundays and public holidays. As per the national employment standards, a 7 day shiftworker is entitled to an extra 1 week of annual leave per year. Refer section 28.2 of the Fast Food Industry Award for the definition of a shift worker.
TIL of OT
Assign this tag if the employee elects to always accrue time in lieu rather than be paid overtime.
Amendment to the rule set pay conditions for Permanent Fast Food to the rules Time in Lieu of Overtime - Thereafter (tag) and Time in Lieu of Overtime - Public Holidays (tag) to accrue time in lieu instead of annual leave.
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.
Update to the rule set pay conditions for Permanent Fast Food to the Saturday and Sunday rule to exclude carer's leave and sick leave so that the base rate of the employee is paid when leave is taken on Saturday and Sundays.
Update to the rule set pay conditions for Permanent Fast Food to the Weekday Evening and Weekday Late Work rules when Public Holiday not Worked applies. The Current rules Weekday - 10pm-12am and Weekday - 12am to 6am rule now pays the Public Holiday not Worked rate for the whole shift, no penalty rates apply.
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.
Allowance rate update for Kilometre Allowance - Car (above and below ATO limit). Further information can be found at ATO.
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.
28 June 2018
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 Sunday penalty for permanent Level 1 employees has reduced from 45% to 35%.
- The Sunday penalty for casual Level 1 employees has reduced from 70% to 60% (inclusive of casual loading).
- The Payment Summary Classification settings for Allowance based pay categories have been updated as per STP requirements.
- We have created a new rule - 12.7 Apply Overtime - Over Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 12.2:
- 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.
23 March 2018
Amended a rule for the minimum of four hours for overtime worked on a Sunday to only be applicable when overtime on its own and exclude Sunday overtime adjacent to ordinary hours.
17 March 2018
- Fix any auto meal break rules so that they don't apply to leave requests
- Updated allowance pay categories configuration. e.g. changed payment summary classifications.
- Created Kilometre allowance pay categories - above and below ATO limits
- Changed the rules "Weekday" and "uniform allowance" as this was being triggered by the Kilometre worktype.
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 changes are a replacement of Clause 26 - Overtime to include overtime paid for casuals. This now provides for casual staff to be paid overtime in excess of the following:
- 38 hours per week or an average of 38 hours per week averaged over a four week period; or
- 11 hours in one day
NB: We have applied the rule using 152 hours worked over a 4 week period to remain consistent with the rule set for permanent staff.
Implicitly, this also allows for overtime to be swapped for time in lieu and for Sunday overtime to have a 4 hour minimum engagement, consistent with the existing overtime clauses. 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 "Casual Fast Food" rule set. We've also automatically enabled the work types relating to meal allowances for casual staff aswell. To be paid a meal allowance, the '1+ OT hrs worked (24 hrs prior notice not provided to employee)' and/or '4+ OT hrs worked (24 hrs prior notice not provided to employee)' 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 also been updated.
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.
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