This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Racing Club Events Award 2010 [MA000013] package. For further information about the Racing Club Events Award 2010, refer to: Racing Clubs Events 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 staging of events 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.
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
Attending Rules of Racing inquiry (not racing fixture where normally employed)
When a casual employee is required to attend a Rules of Racing inquiry and the racing fixture is where they are not normally applied, enter the duration of the enquiry using this work type.
Enter 1 unit where you came to work but the shift had been cancelled.
Use this work type where the employee was engaged in cleaning duties.
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 - race meeting
Use this work type to represent ordinary hours on the day of a race meeting.
Hours worked - race meeting in wet weather
Use this work type to represent ordinary hours in the day of a race meeting and you were required to work in wet conditions.
Hours worked - shop days
Use this work type to represent ordinary hours worked on shop days. Shop days are generally the days before or after a race meeting.
Hours worked where meal break was delayed
Use this work type to represent the time between when you were scheduled to have a meal break and when you actually did have a meal break.
Leave without pay taken
Choose this work type when leave without pay is taken
Long-service leave taken
Choose this work type when long-service leave is taken
Paid community service leave taken
Choose this work type when paid community service leave is taken e.g. Jury Duty
Personal / carers leave taken
Choose this work type when personal / carers leave is taken
Public holiday (day off)
For permanent employees only. Use this work type when you were not required to work for all or part of a public holiday.
Time in lieu taken
Choose this work type when time in lieu is taken
The following tags are available for application to employees under the Professional Employees Award 2010.
Choose this tag to represent a liquor employee. Casual employees involved in serving liquor have a different set of pay conditions that are applied as opposed to non-liquor casual employees.
Choose this tag if the employee holds and appropriate first aid qualification and is required to perform first aid duties
Supplying own horse and saddlery
Choose this tag if the employee will be required to provide their own horse and saddlery equipment
Supplying own riding apparel
Choose this tag if the employee will be required to provide their own riding apparel.
In charge of tractor plant
Choose this tag if the employee is in charge of tractor plant.
Supervisor in charge of bar attendants or cashiers
Choose this tag if the employee is a supervisor in charge of bar attendants and/or cashiers.
Employee provides own wet weather footwear
Choose this tag if the employee would be required to provide their own footwear in wet weather i.e. not supplied by the employer.
AL in lieu of PH
Choose this tag if the employee has agreed to accrue annual leave hours on public holidays worked instead of receiving the full penalty rate.
TIL of overtime*
Choose this tag if the employee has agreed to take time off in lieu of receiving overtime penalties.
TIL of PH
Choose this tag if the employee has agreed to accrue an additional day off on public holidays worked instead of receiving the full penalty rate.
*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 Classification settings for Allowance based pay categories have been updated as per Single Touch Payroll (STP) requirements.
- We have created a new rule - 12.6 Apply Overtime - Over Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 12.6:
- 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.
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