This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Registered and Licensed Clubs Award 2010 package. For further information about this award, refer to Registered and Licensed Clubs Award
NOTE: These pay conditions do not cover casual horticultural and maintenance employees as the Fair Work Ombudsman is currently reviewing the coverage of such casuals under this Award.
Key Updates to Award
Last Updated: December 2018
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.
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.
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 category 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 1 July 2018 pay rate increase.
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.
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 Summary Classification settings for Allowance based pay categories have been updated as per Single Touch Payroll (STP) requirements.
Added employment agreements (EA) at each level to cater for the award clause below, the new EA's 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.
- 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
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 10.5(b) - Casuals and Clause 28 - 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)
- 12 hours in one day
NB: 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 set. We've also automatically enabled the work types relating to 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 1 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 KeyPay, and the 'employees availability'. We have interpreted the employees 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 in excess of their guaranteed hours and not attract overtime, until they've worked in excess of 38 hours or an average of 38 hours per roster cycle.
This means we've removed the '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 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.