This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Horticulture Award package. For further information about the Horticulture Award, refer to: Horticultural 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.
This award covers:
- agricultural holdings
- commercial flower growers
- vegetable market gardens
- Most orchard growers
Any activity such as sowing, planting, raising, cultivating, harvesting, picking, packing, storing, grading, forwarding or treating horticultural crops are included under this award.
The award also covers activities such as fencing, trenching, draining, preparing or treating land for crop growing.
Some notable exceptions which fall outside of this award are:
- Animals and animal products (see Pastoral Award)
- Wine industry
- Silviculture and afforestation
- The sugar cane growing and sugar processing industry
- Plant nurseries
- Broad acre mixed farming (see Pastoral Award)
Use this work type to represent ordinary hours, unless another work type is more specific.
Public holiday (not worked)
Choose this work type when the day was a public holiday but the employee has a day off (permanent employees only).
Annual leave taken
Choose this work type when annual leave was taken.
Compassionate leave taken
Choose this work type when compassionate leave was taken.
Leave without pay
Choose this work type if the employee has taken leave which should not be paid.
Long service leave
Choose this work type when long service leave was taken.
Paid community service leave taken
Choose this work type when community service leave was taken.
Personal / carers leave taken
Choose this work type when personal / carers leave was taken.
Time in lieu leave taken
Choose this work type when time in lieu was taken.
Wet work and Wet work (casuals)
Choose this work type where the employee is required to work in the wet place,unless provided with adequate protection. A wet place will mean a place where the clothing of the employee becomes saturated or a place where the employee has to stand in water or slush so that the employee’s feet become wet.
Working through a break
Choose this work type if the employee is working through a recognised meal break from the start fo the work up to the time that the employee was put on a break.
The following tags are available for application to employees under the Horticulture Award.
Choose this tag during the period where the employees are engaged principally in the harvesting,grading or packing of horticultural crops. You will have to nominate this tag for each employee involved in harvesting.
Saturday treated as ordinary hours
Choose this tag if, by agreement, Saturdays are included as ordinary hours.
12 hour shifts
Choose this tag if, by agreement, the employee can work up to 12 hours in a day as part of ordinary hours. This is only applicable to permanent dayworkers.
In charge of 11-20 employees
Choose this tag if the employee is engaged to be in charge of 11-20 employees.
In charge of 2-6 employees
Choose this tag if the employee is engaged to be in charge of 2-6 employees.
In charge of 7-10 employees
Choose this tag if the employee is engaged to be in charge of 7-10 employees.
In charge of more than 20 employees
Choose this tag if the employee is engaged to be in charge of more than 20 employees.
Choose this tag if the employee has agreed to receive time in lieu instead of overtime.
Performs first aid duties
Choose this tag if the employee holds a first aid qualification and is engaged to perform first aid duties.
15 April 2019
The Horticultural Award 2010 (MA000028) has been updated to reflect changes made as part of the Fair Work Decision review of modern awards. The determination for the new clauses in the Award are specific to casual employees and can be found here.
The ordinary hours of work are now defined for casual employees. Casuals are also entitled to overtime penalties of 175% if they work in excess of 12 hours per engagement, 12 hours in a single day or 304 ordinary hours over an 8 week period. For work outside the span of hours, they will be entitled to an extra 15% loading. Casuals are also entitled to a meal allowance of $12.43 for more than two hours of overtime worked without notice.
In line with these new clauses, we have create two new pay categories; Casual - Outside span of hours and Casual - Overtime. We have also updated the pay condition rule set Casual to reflect clause 22.2 Span of Hours, Maximum Engagement, and Period Overtime (304 hrs over 8 weeks), clause 24.3 Casual Overtime, and clause 24.4 Meal Allowance.
These changes apply from the first full pay period on or after 15 April 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 October 2018
The Award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The change is a newly created clause 10.4(d) - casual minimum engagement. This now provides for casual employees to be paid for at least 2 consecutive hours of work on each occasion they are required to attend work.
This change is reflected in the “Casual” rule set.
Please note that the change comes into effect on the first full pay period on or after 1 October 2018. This means that you should only install this update once you've completed the last pay period for hours worked during September 2018. The Fair Work Determination can be found here.
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 Payment Summary Classification settings for Allowance based pay categories have been updated as per STP requirements.
We have created a new rule - 10.3(d) Apply Overtime - Overtime Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 10.3(d):
- 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. 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.
10.3(d) Apply Overtime - Overtime Advanced Standard Hours - Part-Time
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