This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Funeral Industry Award 2020 [MA000105] package. For further information about this industry award, refer to Funeral Industry Award.
Key Updates to Award
Last Updated: November 2021
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.
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This industry award covers employers throughout Australia in the funeral industry and their employees in the classifications listed in Schedule B—Classification Structure and Definitions to the exclusion of any other modern award. For further details and any exclusions, please see clause 4 of the award.
Work types are a description of the kind of shift you are working, and are selected when you record a timesheet. 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 was taken.
Compassionate Leave Taken
Choose this work type when compassionate leave was taken.
Choose this work type when an employee is required to assist in an exhumation. One unit per body exhumed.
Family and Domestic Violence Leave Taken
Choose this work type when family and domestic violence leave was taken.
Leave Without Pay Taken
Choose this work type when unpaid leave was taken.
Long Service Leave Taken
Choose this work type when long service leave was taken.
Meal Allowance (overtime)
Choose this work type when an employee is required to work more than 2 hours of overtime after the normal ceasing time without being notified on the previous day or earlier and is not receiving a meal. One unit per meal.
Meal Allowance (travelling)
Choose this work type when an employee is required for a funeral or removal, travelling in excess of 80 kilometres each way, who is unable to take their midday meal break at the place normally provided.
No Meal Break
Choose this work type when an employee is required to work during their normal midday unpaid meal break and is to be compensated with a penalty rate.
On stand-by (Mon-Fri)
Choose this work type when an employee is required to stand-by between normal finishing and starting time Monday to Friday.
On stand-by (Weekend/Public Holiday)
Choose this work type when an employee is required to stand-by on a Saturday, Sunday or any public holiday.
Paid Community Service Leave Taken
Choose this work type when community service leave was taken.
Personal/Carer's Leave (10 days) Taken
Choose this work type when personal or carer's leave was taken and the business accrues the leave in days.
Personal/Carer's Leave Taken
Choose this work type when personal or carer's leave was taken and the business accrues the leave in hours.
Public Holiday not Worked
Choose this work type when employee is not required to work on a gazetted public holiday but otherwise would have worked on this day.
TIL of OT
Choose this work type when the employee elects to accrue time in lieu rather than an overtime payment.
Time in Lieu Taken
Choose this work type when time in lieu was taken.
Unpaid Pandemic Leave Taken
Choose this work type when unpaid pandemic leave was taken.
Use own vehicle (km)
Choose this work type where an employer requests an employee to use their own motor vehicle to perform work duties. The kilometres travelled should be entered into the ‘units’ field ie 1 (one) unit is equivalent to 1 (one) kilometre.
Shift Conditions are further detail you can add to a shift where perhaps more than one condition applies to your shift. Shift conditions are selected when you edit a timesheet record, or when clocking on using the ClockMeIn Time and Attendance or WorkZone apps. The following is a list of Shift Conditions employees can select on their timesheet, and the meaning of each item.
Leading Hand (3-10 employees)
Select this shift condition when an employee is in charge of 3-10 people for this shift.
Leading Hand (11-19 employees)
Select this shift condition when an employee is in charge of 11-19 people for this shift.
Select this shift condition when an employee elects with the consent of the employer to work make-up time, where the employee takes time off during ordinary hours and works those hours at a later time, during the spread of ordinary hours.
Recalled to work
Select this shift condition when an employee is recalled to work before 7.00 am or after 7.00 pm for other than arranged overtime.
Select this shift condition when an employee is called to undertake removals - transfer of deceased human remains from the place of death, a cemetery, a hospital, a crematorium, or a city mortuary to the mortuary of a funeral director and includes a transfer requested by police.
Select this shift condition when an employee is actually engaged in the carrying out of a funeral on a Saturday.
Work on an RDO
Select this shift condition when an employee is required to work on their rostered day off.
Employee Tags are specific conditions typically related to the employees agreement. These are often conditions negotiated and agreed between the employer and the employee, or unique characteristics of the employees role. Payment of these provisions is usually of a recurring and ongoing nature.
Leading hand allowance - in charge of 3-10 employees
Assign this tag when an employee is in charge of between 3 and 10 employees.
Leading hand allowance - in charge of 11-19 employees
Assign this tag when an employee is in charge of between 11 and 19 employees.
Assign this tag when employee is employed as a shiftworker under clause 22.
TIL of OT
Assign this tag when employee elects to receive time off instead of payment for overtime.
Assign this tag when an employee is engaged in coffin manufacturing and is to use their own tools and/or equipment.
The Award has been updated in line with the ATO's requirements for STP Phase 2 reporting. The reporting of gross earnings are now being disaggregated into distinguishable categories. The Pay Category payment classifications have been updated in line with the ATO specification categories found here. For further information please see our STP support article.
The Permanent and Casual rule sets have been updated to ensure that the minimum shift engagement for Removals, Saturdays and Sundays are correct for Casual and Part Time employees per clause 19.4(d) and 21.1(d).
The award name has been updated to "Funeral Industry Award 2020" to reflect changes made as part of the Fair Work Decision 4 year review of modern awards.
July 1 2021
The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 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 2021. 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 2021.
Once the update is installed, all employee’s FDV leave balances will be displayed in days not hours. This will mean that an employee’s balance may now show as 38 days. In order to correct the balance please see How to Fix Family & Domestic Violence Leave Balance Data.
This update is to ensure that any new installs of this award conducted since 1 July are now captured with the SG increase from 9.5% to 10% for all pay categories. If you have installed this award between 1 July 2021 to 8 July 2021 for the first time, please ensure you select "NO" to preserve custom pay categories. If you were using this award prior to 1 July 2021, then you do not need to select "NO." Further information can be found in Incorrect SG rate used in pay runs article here.
The award has been varied as part of the Fair Work Commission's four yearly review of modern awards. The determination comes into operation on 13 November 2020. In accordance with s.165(3) of the Fair Work Act 2009, this determination does not take effect in relation to a particular employee until the start of the employee's first full pay period that starts on or after 13 November 2020.
The award pay condition rule sets for Permanent Funeral Industry and Casual Funeral Industry have been updated in line with Clause 20 - Shiftworkers. New rules have been created for non-continuous shiftworkers, including span of hours, maximum daily hours, and period overtime. New pay categories for non-continuing shiftwork overtime have also been created.
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
The pay condition rule sets Permanent Funeral Industry and Casual Funeral Industry have been updated in line with clause 23.3(b); working through a meal break. The work type No Meal Break should be chosen for the duration of the meal break only, so the employee receives the penalty for the time worked during the meal break only.
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.