This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Racing Industry Ground Maintenance Award 2010 [MA000014] package. For further information about the Racing Club Events Award 2010, refer to: Racing Industry Ground Maintenance Award
Key Updates to Award
Last Updated: April 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 engaged in the maintenance of grounds at horse and greyhound racing venues. This could include as an example:
- thoroughbred racing clubs
- harness racing clubs
- trotting racing clubs
- greyhound racing clubs
See Section 4 of the Award for more information and exclusions.
Clause 24.5(a) of the award requires the adoption of the equivalent rate for an employee while taking annual leave, instead of the base rate. While we can partially support this with the rule set, we cannot yet fully support this feature. We suggest checking any employees taking annual leave for what there equivalent wage would have been when reviewing the pay run.
The following is a list of work types employees can select on their timesheet, and the meaning of each item.
Annual leave taken
Use this work type when annual leave is taken.
Compassionate leave taken
Use this work type when compassionate leave is taken.
Use this work type for any ordinary hours worked, unless another work type is more appropriate.
Hours worked - greyhound or harness racing public event
Use this for any hours you work at a greyhound or harness racing event that is open to the public.
Hours worked - greyhound or harness racing public event - track crossing attendant
Use this for any hours you work at a greyhound or harness racing event that is open to the public and you perform the role of a track crossing attendant.
Hours worked - night cleaning duties
Use this work type if your primary role is to perform night cleaning duties. If this is your permanent role and a tag has been used, you can alternatively simply select ‘hours worked’ (check with your payroll administrator).
Hours worked - other - track crossing attendant
Use this work type for any days not hosting a public event where you perform the role of a track crossing attendant
Hours worked - other public event
Use this work type for any days hosting a public event other than greyhound or harness racing.
Hours worked - other public event - track crossing attendant
Use this work type for any days hosting a public event other than greyhound or harness racing and you perform the role of a track crossing attendant
Hours worked with a delayed meal break
Use this work type for the part of the shift where you would have normally had a meal break, up to the time where you were able to take a break.
Leave without pay
Use this work type when leave without pay is taken.
Long service leave taken
Use this work type when long-service leave is taken.
Paid community service leave taken
Use this work type when paid community service leave is taken.
Personal / carer's leave taken
Use this work type when personal / carer’s leave is taken.
Public holiday (day off)
Use this work type when you have a paid day off due to the day being a public holiday. Only applicable to permanent employees.
Time in lieu taken
Use this work type when time in lieu is taken.
The following tags are available for application to employees under the Professional Employees Award 2010.
Select this tag if the employee is first aid qualified and performs first aid duties
In charge of tractor plant
Select this tag if the employee is in charge of tractor plant. This could be any of the following circumstances:
- when two or more employees are employed at the plant at the one time the employee who is invested with the superintendence and responsibility or who has to accept the superintendence and responsibility; or
- an employee who is invested with the superintendence and responsibility or who has to accept the superintendence and responsibility over one or more employees; or
- when an employee is the only person of their class employed on the plant, the employee who does the general repair work of the plant in addition to the work of operating, but not when the employee merely assists a fitter or engineer to do such work
In charge of less than 3 employees
Select this tag if the employee is typically in charge of less than 3 employees
In charge of 3-6 employees
Select this tag if the employee is typically in charge of 3-6 employees
In charge of 7 or more employees
Select this tag if the employee is typically in charge of 7 or more employees
Carpenter who provides own tools
Select this tag if the employee is a carpenter who is required to provide their own tools
Tradesperson (not carpenter) provides own tools
Select this tag if the employee is a tradesperson other than a carpenter who is required to provide their own tools
Water restrictions apply
Select this tag where the employer is subject to water restrictions. Water restrictions means restriction or rationing in the use of water in accordance with orders or regulations approved by the relevant authority.
Select this tag if the employee’s entire role is that of a night cleaner
TIL of OT*
Select this tag if the employee has agreed to receive time off in lieu of receiving overtime penalties.
*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 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.
Rounding update for Casual Pay Rate Templates.
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 Single Touch Payroll (STP) requirements.
- 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 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.
If you have any feedback or questions please contact us via firstname.lastname@example.org