This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Banking, Finance and Insurance Award 2010 [MA000019] package. For further information about the Banking, Finance and Insurance Award 2010, refer to: Banking, Finance and Insurance Award
Key Updates to Award
Last Updated: August 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.
This industry award covers employers throughout Australia who are engaged in the banking,finance and insurance industry. This includes:
- Providing credit
- All forms of insurance
- Credit unions
- Building societies
- Financial intermediaries
- Trustee creditors and agencies
- Money market dealers
- Credit or charge card institutions
- Wool broking
This also includes services to the above industries such as:
- Debt recovery
- Financial consulting
- Money changing
- Data processing
- Transaction accounts
- Telephone enquiries
- Transaction processing.
Annual leave taken
Choose this work type when annual leave
Choose this work type where you've gone home for the day and had to be called back to work
Community service leave taken
Choose this work type when community service leave was taken.
Compassionate leave taken
Choose this work type when compassionate leave was taken.
Use this work type to represent ordinary hours, unless another work type is more specific.
Hours worked with no meal break
Use this work type to represent ordinary hours where you intentionally did not have a meal break. Automatic meal breaks will not be applied to these shifts.
Enter the number of units travelled for business purposes. One unit is equivalent to 1 kilometre.
Leave without pay
Choose this work type when a permanent employee takes leave without pay.
Long-service leave taken
Choose this work type when long service leave was taken.
Personal/carer’s leave taken
Choose this work type when personal/carers leave was taken.
Public holiday day off
Use this work type if you are a permanent employee who had a day off work on a public holiday.
RDO leave taken
Choose this work type when an accumulated RDO day was taken.
Choose this work type for a shift worked for changing shift rosters, a day worker replacing a shiftworker etc.
Choose this work type if you are rostered on stand by to work.
Time in lieu leave taken
Choose this work type when an accumulated time in lieu was taken.
Travelling time - working away from usual workplace
Use this work type to reflect time spent travelling in excess of your normal travel requirements.
The following tags are available for application to employees under the Professional Employees Award 2010.
Choose this tag if the employee holds and appropriate first aid qualification and is required to perform first aid duties
Permanent Afternoon or Night Shift
Choose this tag if the employee is a shiftworker who permanently works afternoon or night shift
Provides own vehicle under 1500cc
Choose this tag if the employee is required to provide a car as part of their job and that car's engine is under 1500cc
Provides own vehicle over 1500cc
Choose this tag if the employee is required to provide a car as part of their job and that car's engine is equal to or greater than 1500cc
Choose this tag if the employee should accumulate a daily RDO accrual, based on one day off every 4 weeks.
Choose this tag if the employee is primarily employed as a shiftworker
Time in lieu of overtime*
Choose this tag if the employee has agreed to receive time in lieu instead of pay for overtime worked
*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 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
1 July 2020
The Award, as part of Group 1 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 July 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 July 2020.
The award has been updated to reflect the changes made as part of Fair Work's Determination around Clause 17 - 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 17. 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.
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 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 10.3(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 "Banking, Finance and Insurance Award 2010 [MA000019]" 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.
We have created a new rule - 10.2(c) Apply Overtime - Over Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 10.2(c):
- 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.
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