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 - Pig breeding and raising package. For further information about the Horticulture Award - Pig breeding and raising, refer to: Pastoral Award - Pig Breeding and Raising
Key Updates to Award
Last Updated: May 2020
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.
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 time in lieu leave 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 has taken 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
Use this work type where the employee has worked during a planned meal break. Use this work type from the beginning of when the meal break was scheduled through to when the actual meal break was taken.
This is a unit based work type. Enter the number of business kilometres travelled as units (1 kilometre = 1 unit).
Recalled to work
Use this work type if the employee has left for the day and has been recalled to work.
The following tags are available for application to employees under the Horticulture Award - Pig breeding and raising.
Six day site
Assign this tag if the employee works for a work site where there is continuing shiftwork across six days in the week. If not selected, the assumption will be that the work site is a five day shiftwork site.
Assign this tag if employee is a continuous shiftworker. A continuous shiftworker is an employee whose means work is carried on with consecutive shifts of employees throughout the 24 hours of each day,of at least six consecutive days without interruption except during breakdowns or meal breaks or due to unavoidable causes beyond the control of the employers.
TIL on public holidays
Assign this tag where if, by agreement, the employee will receive ordinary pay plus an hour of time in lieu per hour worked on a public holiday, in substitution for the penalty rate.
12 hour day by agreement
Assign this tag if, by agreement, the employee can work for 12 hours as part of their ordinary hours.
Permanent night shift
Assign this tag if the employee is permanently rostered:
- on night shift only; or
- they have remained on night shift for a period longer than four concessive weeks; or
- works on a night shift which does not rotate or alternate with another shift or with day work so as to give them at least one third of their working time off night shift in each shift cycle.
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 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.
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