This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Aged Care Award 2010 [MA000018] package. For further information about the Aged Care Award 2010, refer to: Aged Care Award
Key Updates to Award
Last Updated: October 2019
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 aged care industry and their employees.
Aged care industry means the provision of accommodation and care services for aged persons in:
- a hostel
- a nursing home
- an aged care independent living units
- an aged care serviced apartments
- a garden settlement,
- a retirement village
- any other residential accommodation facility
See Section 4 of the Award for more information and exclusions.
Special notes on this award
Processing personal / carer's leave
All leave paid using this award template should first be processed as a leave request and then the approved leave request applied as a timesheet in the "create timesheet" screen using the self service portal or the create timesheet screen for managers (on the employees behalf) and system administrators.
This is to ensure the rules correctly identify if personal / carers leave extends beyond a 21 day period. If the timesheet is created with the work type but no leave request, each shift will receive the uniform allowance regardless if the leave period exceeds 21 days.
The following is a list of work types employees can select on their timesheet, and the meaning of each item.
|Work type name||Description of work type|
|ADO Taken||Choose this shift condition when an Accumulated Day Off is taken|
|Annual Leave Taken||Choose this shift condition when an annual leave is taken|
|Compassionate Leave Taken||Choose this shift condition when compassionate leave is taken|
|Handling unsealed nauseous linen||Choose this shift condition if engaged in handling linen of a nauseous nature other than linen sealed in airtight containers and/or for work which is of an unusually dirty or offensive nature|
|Hours worked||Choose this shift condition to represent ordinary hours, unless another shift condition is more specific.|
|Kilometres travelled||Enter the number of units travelled for business purposes. 1 unit is equivalent to 1 kilometre.|
|Leave Without Pay Taken||Choose this shift condition when leave without pay is taken|
|Long Service Leave Taken||Choose this shift condition when long service leave is taken|
|On duty during meal break||Choose this shift condition if you are meant to receive a meal break after 5 hours of continuous work but are required to work or be on duty. Only choose this shift condition up to your eventual meal break|
|Paid Community Service Leave Taken||Choose this shift condition when paid community service leave is taken|
|Personal/Carer's Leave Taken||Choose this shift condition when personal / carer's leave is taken|
|Public holiday not worked||For permanent employees only. Choose this shift condition for a day, or part of a day, where you were not working due to being on a public holiday.|
|Recalled to work overtime||Choose this shift condition if you have left and are required to come back to work overtime|
|Sleepover||Choose this shift condition if you are on a sleepover but are not working|
|Time In Lieu Taken||Choose this shift condition when time in lieu is taken|
|Unusually dirty or offensive work||Choose this shift condition when you are required to perofmr unusually dirty or offensive work not associated with your role|
|Work during a sleepover (emergency)||Choose this shift condition if you are on a sleepover and are required to perform emergency work|
|Non-emergency work at start/end of sleepover||Choose this shift condition if you are on a sleepover and are required to perform non-emergency work at the start or end of your sleepover shift|
|Non-emergency work in middle of sleepover||Choose this shift condition if you are on a sleepover and are required to perform non-emergency work in the middle of your sleepover shift|
Shift conditions are like work types but multiple shift conditions can be selected at a time when entering a timesheet. The following shift conditions are applicable to this award.
|Shift condition name||Description of shift condition|
|In charge of 11-15 employees||Select this shift condition for any shift where the employee is in charge of 11-15 employees|
|In charge of 16 or more employees||Select this shift condition for any shift where the employee is in charge of 16 or more employees|
|In charge of 2-5 employees||Select this shift condition for any shift where the employee is in charge of 2-5 employees|
|In charge of 6-10 employees||Select this shift condition for any shift where the employee is in charge of 6-10 employees|
|Less than 8 hour break since sleepover||Choose this shift condition for a shift where you have not had an 8 hour break since your last sleepover shift ended and you've started your new shift|
|Variation to agreed hours in writing||For part time employees only. Choose this shift condition if you and your employer have agreed in writing to temporarily adjust your hours so as to not attract overtime|
|Work during sleepover exceeding Full Time employees||For part time employees only. Choose this shift condition for the part of the sleepover shift where you worked longer than full time staff on a sleepover|
The following tags are available for application to employees under this award.
|Tag name||Description of tag|
|Uniform allowance||Select this tag if the employee is required to provide a uniform|
|Laundry allowance||Select this tag if the employee is required to launder their uniform|
|Chefs or cooks proviging own tools||Select this tag if the employee is a chef or cook and is required to provide their own tools|
|Public Holiday penalty as annual leave||Select this tag if the employee forfeits the public holiday penalty rate and instead receives public holiday at their flat rate and accrues an hour of time in lieu for each hour worked|
|ADO||Select this tag if the employee will receive an accumulated day off every 20th day worked|
|Leading hand 11-15 employees||Select this tag if the employee is in charge of 11-15 employees|
|Leading hand 16 or more employees||Select this tag if the employee is in charge of more than 16 employees|
|Leading hand 2-5 employees||Select this tag if the employee is in charge of 2-5 employees|
|Leading hand 6-10 employees||Select this tag if the employee is in charge of 6-10 employees|
|TIL of OT||Select this tag if the employee is to receive time off in lieu of overtime payments|
The Award has been updated to reflect the Fair Work Commission's decision to vary the minimum engagement for broken shifts. Part-time and Casual employees must get a minimum 2 hours payment for each portion of a broken shift. A new clause has been inserted; Clause 22.8(f).
The pay condition rule sets for Day worker and Shiftworker have been updated to reflect these changes. The changes apply from the first full pay period on or after 25 October 2019.
Both rule sets have also been updated to reflect part-time and casual overtime when working in excess of 38 hours per week or 76 hours per fortnight. As well, applying part-time overtime when working outside agreed advanced standard hours.
Update to the rule set pay conditions for shiftworker to ensure when annual leave is taken that the system will calculate which is higher with the annual leave loading or the shift penalties and pay accordingly.
Update to the rule set pay conditions for Day worker and Shiftworker to ensure no overtime will be paid when leave is taken.
The update also included an amendment to 24.1(a) Automatic Meal break rule the unpaid meal break will automatically be applied after five hours of work.
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.
1st 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 change 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.
If you have any feedback or questions please contact us via email@example.com