This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Amusement, Events and Recreation Award 2010 [MA000080] package. For further information about theAmusement, Events and Recreation Award 2010, refer to: Amuesment, Events and Recreation 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 in the amusement, events and recreation industry. This includes as an example
leisure and recreation facilities and centres;
sporting, exhibition, convention and amusement complexes;
heritage, tourism and cultural centres;
museums and galleries;
zoos, animal parks and aquariums;
agricultural and horticultural shows;
carnivals and amusement parks;
ten pin bowling venues;
go-kart racing venues; and
amusement arcades, including video game and pinball parlours.
See Section 4 of the Award for more information and exclusions.
The following is a list of work types employees can select on their timesheet, and the meaning of each item.
Annual leave taken
Choose this work type when annual leave is taken
Enter 1 unit where you came to work but the shift had been cancelled.
Compassionate leave taken
Choose this work type when compassionate leave is 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 which does not include a meal break. The automatic meal break will not apply when this is chosen.
Enter the number of units travelled for business purposes. 1 unit is equivalent to 1 kilometre.
Leave without pay
Choose this work type when leave without pay is taken
Long service leave taken
Choose this work type when long service leave is taken
On-call during meal break
Use this work type during a meal break where the staff member was required to be on call. This will be treated as a paid break.
Paid community service leave taken
Choose this work type when paid community service leave is taken
Personal/Carer's leave taken
Choose this work type when personal or carer’s leave is taken
Public holiday (day off)
For permanent employees only. Use this work type for a day, or part of a day, where you were not working due to being on a public holiday.
Time in lieu leave taken
Choose this work type when time in lieu leave is taken
First Aid Allowance
Choose this work type if the employee holds and appropriate first aid qualification and is required to perform first aid duties
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
In charge of golf links
Choose this tag if the employee is in charge of an establishment covered by this award which has an 18 hole golf course.
In charge of bowling greens
Choose this tag if the employee is in charge of an establishment covered by this award which has a bowling green.
In charge of tennis courts
Choose this tag if the employee is in charge of an establishment covered by this award which has a tennis court.
Choose this tag if an employee is required to launder any garments that are part of a uniform
Provides own tools (carpenter)
Choose this tag if the employee is a carpenter and is required to provide their own tools
Provides own tools (other than carpenter)
Choose this tag if the employee is a tradesperson other than a carpenter and is required to provide their own tools
In charge of tractor plant
Choose this tag if the employee is in charge of tractor plant.
Choose this tag if the employee and the employer have agreed to accrue leave instead of paying overtime.
TIL on public holiday
Choose this tag if the employee and the employer have agreed to accrue leave and play a base rate on a public holiday, rather than paying the penalty rate. This applies to exhibition employees only.
Agreed 12 hour work day
Choose this tag if the employee has agreed to work a standard 12 hour work day.
*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.
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.
Rounding update for Casual Pay Rate Templates.
Pay Condition Rule Sets Non-exhibition employees and Exhibition employees, clause 23.3(c) Minimum 4 hour engagement for Sundays and 23.3(c) Minimum 4 hour engagement for Public Holidays has been amended to ensure when shift spans midnight, minimum shift requirements are met.
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.
Update to the Rule 15.6(b) Uniform allowance for Rule Set Pay Conditions for Non-exhibition employees to include Laundry Allowance - above ATO threshold.
Update to the Rule 15.5 First aid allowance - Tag to also include 15.5 First aid allowance - Work Type for Rule Set Pay Conditions for Non-exhibition employees and Exhibition employees.
Update to 10.3(e) Part-Time Minimum Engagement rule of the Rule Set Pay Conditions for Non-Exhibition Employees to exclude any Public Holiday. Rule 23.3(c) applies to the minimum engagement for working on a Public Holiday.
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.
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