This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Pastoral Award: Broadacre Farming and Livestock Operations package. For further information about the Pastoral Award: Broadacre Farming and Livestock Operations, refer to: Pastoral Award - Broadacre Farming and Livestock Operations
Key Updates to Award
Last Updated: January 2021
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 is one part of the Pastoral Award 2010 (MA000035) and is used for Broadacre Farming and Livestock Operations. This means the growing of the following broadacre crops:
- faba beans
- pigeon peas
- other crops grown as part of a broadacre mixed farming enterprise
This award package will also cover the management, breeding, rearing or grazing of livestock, dairy and hatchery work with the exception of:
- Poultry: see Pastoral Award (MA000035): Poultry Farming
- Piggeries: see Pastoral Award (MA000035): Pig breeding and Raising
- Shearing and crutching of sheep and classing and pressing of wool: see Pastoral Award (MA000035): Shearing Operations
Annual Leave taken
Choose this work type when annual leave was taken.
Personal/Carer's Leave taken
Choose this work type when personal/carer's leave was taken.
Long Service Leave taken
Choose this work type when long service leave was taken.
TIL Leave taken
Choose this work type when accumulated time in lieu was taken.
RDO Leave taken
Choose this work type when a roster day off was taken.
Compassionate Leave taken
Choose this work type when compassionate leave was taken.
Community Service Leave taken
Choose this work type when community service leave was taken.
Leave without pay
Choose this work type when the employee took leave without pay.
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).
Work during a meal break
Choose this work type if work has been performed during a recognised meal break. This should be from the start of when the break was scheduled to when the break finally commences.
Use this work type for any business kilometres travelled as part of the operations. This does not include from home to the principle place of work or vice versa.
Jetting or spraying sheep
Use this work type for time spend spraying or jetting sheep, or any work in connection with this.
Meal Allowance (overtime)
Choose this work type when an employee is required to work overtime after working ordinary hours on Monday to Friday (except where the period of overtime is less than 1.5 hours) and a meal is not provided. Or where overtime is unplanned and not notified the day or days beforehand and the employee works more than 2 hours of overtime and work will continue beyond the meal break. Or where overtime cancellation occurs and notice of cancellation is not given at least the day before the planned overtime. One unit per meal.
Use this work type for time spend swabbing sheep, or any work in connection with this.
Feeding and watering stock
Use this work type for any time spent feeding or watering stock.
The following tags are available for application to employees under the Pastoral Award: Broadacre Farming and Livestock Operations.
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 11-20 employees
Choose this tag if the employee is engaged to be in charge of 11-20 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
Required to find their own horse
Choose this tag if the employee is required to find and provide their own horse in performing farm duties.
Required to find their own saddle
Choose this tag if the employee is required to find and provide their own saddle in performing farm duties.
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.
With keep - Not required anymore
Use this tag if the employee is working with keep. ‘Keep’ will mean good and sufficient living accommodation and good and sufficient rations of sufficient quantity; sound, well-cooked and properly served by the cook or the cook’s offsider. It will not include accommodation under a roof or cooking when circumstances render such accommodation or cooking impracticable.
Full time secondary school student
Use this tag if the employee is a full time secondary school student
Use this tag if the employee is principally engaged to perform the work of a dairy operator
*Time off instead of payment for overtime leave is accrued at the same rate as the number of overtime hours worked. EXAMPLE: an employee who worked two (2) overtime hours is entitled to two (2) hours’ time off. If time off for overtime is not taken and the time off is to be paid out, it must be paid at the overtime rate applicable to the overtime when worked. This also applies when an employee is terminated and the time off is to be paid out. In order to be paid out correctly, the overtime rate will need to be recorded manually at the same time as the time in lieu accrual is processed. It is suggested 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 for the pay runs for the employee when Time in Lieu was accrued to determine the applicable rates (which will detail your notes) and run an Employee Payment History Report to determine if any of the time off for overtime has been taken. You can then determine the correct balance based on the number of hours by taking the equivalent to the overtime payment that would have been made EXAMPLE: an employee who worked two (2) overtime hour 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).
The award has been updated as part of Fair Work's Decision on allowances. The determination can be found here. Also changes have been made to some junior pay rate corrections. The pay conditions rule set for Permanent - Broadacre Farming and Livestock Operations, Casual - Broadacre Farming and Livestock Operations, Permanent - Station Cooks, and Casual - Station Cooks have been updated to reflect the changes made around how employees working "with keep" are to be paid. There is no longer a need to select a tag for "with keep," if an employee is provided with keep then a deduction can be set up in the Pay Run Inclusions page of an employee's personnel details. The employee will receive their full wages, there will be no longer separate pay categories for "with keep" or "without keep." The rule changes are around Ordinary Hours, Working during a meal break, and Public Holidays. The allowance rates updated include: Horse Allowance, Meal Allowance, Saddle Allowance, and Vehicle Allowance.
The allowance rate changes are effective from the first pay period on or after 30 November 2020.
The Award has been updated as part of Fair Work's 4 year modern award review. The determination can be found here. All Pay Condition Rule Sets have been updated in line with the 2020 version of the award.
1 November 2020
The Award, as part of Group 2 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 November 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 November 2020.
The award has been updated to reflect the High Court'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 pay rate templates have been updated to reflect the Australian Taxation Office's decision to increase the cents per kilometre rate for work-related car expense deductions to 72 cents per kilometre. The new rate applies from the first paid date in the 2020-21 financial year.
The award has been updated to reflect the changes made as part of Fair Work's Determination around Clause 26C - 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 clause 26C. Further information on the employee setup can be found here.
The award has been updated to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule allows employees to take up to two (2) weeks 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.
Refresh to Award to capture all previous updates.
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.
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.
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 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.
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:
- 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(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.
(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.
16 February 2018
Updated all casual employment agreements to use casual pay rate templates. This ensures the primary pay category has been set to "Casual - Ordinary Hours" which is correct for reporting purposes.
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 add the requirement in paragraph 10(f) to provide a part time employee who is a full time secondary school student and is a dairy operator and is under 18 to receive a minimum 2 hour shift rather than a 3 hour shift which was previously the case for all part time workers.
These changes are reflected in the "Permanent - Broadacre Farming and Livestock Operations" rule set and also gives rise to two new employee tags:
- Full time secondary student
- Dairy operator
You will need to apply these tags to any employees who meet the above criteria. These tags have been added to this help guide below.
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.
If you have any feedback or questions please contact us via firstname.lastname@example.org