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 - Poultry Farming package. For further information about the Pastoral Award - Poultry Farming, refer to: Pastoral Award - Poultry Farming
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.
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.
Feeding and watering poultry 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: Poultry Farming.
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
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.
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.
If you have any feedback or questions please contact us via firstname.lastname@example.org