General Retail Industry Award 2010 (MA000004)

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This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Retail award packages. For further information about the general retail industry award, refer to http://www.fwc.gov.au/documents/modern_awards/award/ma000004/default.htm

Key Updates

October 2018

Update to rule 29.2(b) Apply Overtime - Over Advanced Standard Hours - Part Time and 29.2(b) Apply Overtime - Over Standard Hours - Part Time of the Permanent Rule set. This rule now excludes annual and personal/carer's leave work types from the shift period in line with clause 32.1 and 33.1 of the Award which specifies that both annual leave and personal/carer's leave are provided for in the NES and excludes overtime from any of these leave calculations.

August 2018

Allowance rate update for Kilometre Allowance - Car (above and below ATO limit). Further information can be found at ATO.

Casual minimum break between shifts rule pay condition has been updated to reflect the rate of casual rate x 2 plus casual loading, as specified in clause 31.2 - Breaks between work periods.

31 July 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 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.

July 2018

Changes made to the following rules:

  • Pay condition rule set update for clause 20.4 travelling time.
  • Pay category for Casual Shiftworker updated for clause 30.4 Ordinary Hours.
  • Pay condition rule set update to clause 28.1(d) for exceeding overtime; does not include current overtime clearing for non-shiftworkers.

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:

  1. 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.
  2. The Sunday penalty for permanent non-shiftworkers has reduced from 95% to 80%.
  3. The Sunday penalty for casual non-shiftworkers has reduced from 95% to 85% (inclusive of casual loading).
  4. The Payment Summary Classification settings for Allowance based pay categories have been updated as per STP requirements.

 

25 May 2018

We have created a new rule - 29.2(b) 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 29.2(b) 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:

Screen_Shot_2018-05-25_at_08.22.28.png

The rule will assess hours as follows:

  1. Any time worked on Wednesday, Thursday and Saturday will be deemed overtime;
  2. Any time worked before the start times on Monday, Tuesday, Friday and Sunday will be deemed overtime; and
  3. 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.

 

27 April 2018

Updated pay rate templates - changed clothing allowance super rate (PT and Cas) to 0%

 

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. Please note that these changes affect the following Managed Award templates:

  • Retail (Baking) Industry Award 2010 [MA000004]
  • Retail (General - Extended Hours) Industry Award 2010 [MA000004]
  • Retail (General - Shiftworker) Industry Award 2010 [MA000004]
  • Retail (General) Industry Award 2010 [MA000004]
  • Retail (Newsagent) Industry Award 2010 [MA000004]

Casual employees

The changes are a replacement of Clause 29.2 - 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)
  • 11 hours in one day for one day of the week and 9 hours for the remainder
  • Exceeding the prescribed set of hours (with the exception of bakers and shiftworkers)

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 following rule sets:

  • General Retail Casual Non-Shift-Workers
  • Retail (Newagencies) Casual Non-Shift Workers
  • Baking Production Casual Workers
  • Extended Hrs Retail Casual Non-Shift Workers
  • General Casual Shiftworkers

We've also automatically enabled the work types relating to meal allowances for casual staff. To be paid a meal allowance, the 'OT Meal allowance' or 'OT meal allowance (>4 OT hrs worked)' work types 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.

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.

 

General Retail Industry Award - Age 20 First 6 Month Employment Agreements

When an employee is first employed, if aged 20, they are paid a varied rate than an employee who is 20 after the first 6 months of employment.

As our system can be either, age or anniversary date (not both), new employment agreements have been added for these employees to be placed on.

Once the employee has completed the first 6 months of employment they will need to have their employment agreement updated as this will not be an automatic update.

Work Types

10hr break between shifts

Choose this work type when, by agreement between an employer and an employee, the break between shifts was between 10 and 12 hours (rather than the usual minimum of 12 hours). Refer section 31.2 of the General Retail Industry Award.

11hr shift (approved by employee)

Once per week, an employee may agree to be rostered to work for 11 hours as part of their ordinary hours. This work type should be selected on that day. Refer section 27.3 of the General Retail Industry Award.

Casual 1.5 minimum engagement

Choose this for casual employees that can be engaged for a minimum of 1.5 hours rather than a minimum engagement of 3 hours based on the criteria referred to in section 13.4 of the General Retail 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 20.8(a) of the General Retail 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 20.8(b) of the General Retail Industry Award.

First Aid Officer

Choose this work type if the employee with appropriate first aid qualification was appointed to perform first aid duty for the shift. Refer section 20.9 of the General Retail Industry Award.

Kilometre Allowance

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 20.6 of the General Retail 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.

OT Meal allowance

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 20.1(a) of the General Retail Industry Award.

OT meal allowance (>4 OT hrs worked)

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 ‘OT meal allowance’. Refer section 20.1(a) of the General Retail Industry Award.

Public Holiday not worked

Choose this work type where employees are not required to work on a gazetted public holiday.

Recalled to work

This work type should be selected when an employee has been recalled to work for any reason before or after completing their normal roster or on a day which they did not work. Refer section 20.10 of the General Retail Industry award.

Travelling time

When an employee is required to work at a place away from their usual place of employment, this work type should be selected to enter the time spent travelling. Refer section 20.4 of the General Retail Industry Award.

Annual Leave

Choose this work type when annual leave was taken

Carer’s leave

Choose this work type when carer’s leave was taken

Compassionate Leave

Choose this work type when compassionate leave was taken

Long Service Leave

Choose this work type when long service leave was taken

Sick leave

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.

Unpaid Leave

Choose this work type when unpaid leave was taken

Tags

The following tags are available for application to employees under the General Retail Industry Award.

7 day shiftworker

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 30 of the General Retail Industry Award for the definition of a shift worker.

First Aid Officer

Assign this tag if the employee has an appropriate first aid qualification and will be the designated ongoing first aid officer during every shift they are rostered to work.

TIL of OT

Assign this tag if the employee elects to always accrue time in lieu rather than be paid overtime.

Key Updates

August 2017

An update is available which now allows us to consolidate the 20 year old pay rates (first 6 months and after 6 months) within the one Employment Agreement. This means that once the employment agreement for a level of the award is chosen, it will not need to be changed while the employee remains on that level. The rate of pay will automatically update as needed and when the employee turns 20 the correct rate of pay will be applied based on whether the employee has been employed for less than 6 months or more than 6 months.

After applying this award update it is important to follow these steps:

  1. Review your employee list and identify employees who are currently assigned on any employment agreements containing the title "Age 20 First 6 Months";
  2. Go to Employee > Pay Run Defaults and reassign them to the employment agreement relating to their classification level and employment type;
  3. You can also delete all employment agreements containing the title "Age 20 First 6 Months" to remove them from your list. 

 

If you have any feedback or questions please contact us via support@yourpayroll.com.au

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