25th

We updated the award to clarify period overtime rules involving sleepovers and to ensure compliance with clause 28.1.

18th

We have made several updates to the award:

1. The Broken shift allowance interpretation has been updated per clause 20.12, where it would only apply where employees have not had the 8 hours break between shifts. 
2. We have revised the rule for weekday excursions to automatically trigger the Sleepover allowance whenever an employee participates in an overnight excursion.
3. Rule 25.7(f) "Apply Minimum Time Pre/Post Sleepover" has been updated. The condition "No minimum shift engagement" has been excluded. If an employee takes a meal break without having worked for at least 4 hours, this will trigger the requirement for top-up hours. Please use "No minimum shift engagement" work type or shift condition to the relevant shift and, if necessary, manually add the correct top-up hours during payroll processing.

7th

We have performed a revamp on the award and all pay condition rule sets have been updated to provide greater alignment between the platform’s pay condition rule sets and the Award’s clauses. Timesheets must be used with start and end times for the rules to apply correctly.

The following changes have been made:

1. New pay condition rule sets for part time employees had been created to ensure accurate application of period overtime as outlined in clause 28.
   NB: Employment agreements for part time employees have already been updated to assign the new rule set. These changes will be automatically applied in the payroll platform with the award update.
2. New rules (including relevant work types, tags and pay categories) for the following clauses:
   • Heat Allowance as per clause 20.9
     • New Pay Categories: Hot work allowance - 40°C-46°C, Hot work allowance - over 46°
     • New Work Type: Hot work allowance - 40°C-46°C, Hot work allowance - over 46°
   • Minimum 4 hours payment before and/or after Sleepover as per clause 25.7(f)
   • Minimum 8 hours payment for 24-hour care as per clause 25.8(d)
   • Client Cancellation as per clause 25.5(f)(iii)
     • New Work Type: Cancelled shift
   • Higher Duties - others as per clause 30.2
   • Higher of Paid Family Domestic Violence Leave as per clause 36
   • Time in Lieu of Overtime for Casuals as per clause 28.2
3. New employment agreements have been created:
   • Crisis accommodation employee level 1 as per Schedule C
     • Pay point 3 (3 year degree) clause C.1.3(b)(i)
     • Pay point 4 (4 year degree) clause C.1.3(b)(ii)
   • Crisis accommodation employee level 4 as per Schedule C
     • Pay point 2 (Graduates) clause C.4.1(f)
   • Social and community services employee level 2 as per Schedule B
     • Pay point 2 (Level 4 certificate) clause B.2.1(e)
   • Social and community services employee level 3 as per Schedule B
     • Pay point 3 (3 year degree) clause B.3.1(g)
     • Pay point 4 (4 year degree) clause B.3.1(g)
4. We've revised the following rules to ensure alignment with the clauses outlined in the award:
   • Automate the payment of Broken Shift Allowance (with 1 or 2 unpaid break) as per clause 20.12.
     NB: There is no need to use work types to trigger the payment of this allowance.
   • Period overtime rules have been adjusted to ensure period overtime aligns with clause 28.1(b)
   • 24 hour care as per clause 25.8 applies only to home care employees. Employees need to be assigned the tag “Home Care Services”, as well as using the work type for this rule to apply.
   • Only employees defined as shiftworkers per clause 31.2 would receive an additional week of annual leave. Please assign the new tag “Shiftworker” to employees for this rule to apply.
   • Due to system limitation with identifying if the previous shift is an overtime or not for clause 28.3, a new work type “No rest period after overtime” is introduced. Employees need to select this work type for applicable shifts.
   • Automatic meal break rule has been adjusted to apply after 5 hours worked as per clause 27.1.
   • Remote work rule has been adjusted to ensure minimum payment applies as per clause 25.10.
   • Similar rules for Time in Lieu of Overtime per clause 28.2(c) has been merged into a single rule.
   • The condition “first shift of the day” has been removed from the rules pertaining to clause 20.6 First Aid Allowance and clause 20.2 Uniform and Laundry Allowance.
   • Rules have been reorder and updated with condition “time worked” to ensure rules will apply as intended.
   • The rule for “Minimum break between shifts - 8 Hours by agreement” has been deleted as it pertains to clause 25.4(b) Rest breaks between rostered work. The award clause is for intention of rostering and does not mention any penalty, as such, no rule has been created.
   • We have revised the No Meal Break rules to incorporate the work type "No Meal Break." This adjustment ensures that pay categories are applied correctly per clause 27.1(b). 

11th

We have updated the weekend excursion rule across all the rulesets in the award to ensure that weekend penalties will apply as per clause 25.9.

Additionally, for the Casual Shift Worker and Day Worker rulesets, we have placed the Work During Sleepover rules before all the overtime rules to ensure the precise application of overtime.

11th

We have updated the Employment Agreements setting for home care employees—aged care to allow the employees assigned to the General Home care employment agreements to select the aged care roles as a higher classification.

Please note that this setting only applies to the General Home care employees. If the employee is primarily engaged to perform aged care work in a direct care capacity and performs some disability work on an ad-hoc basis, FWO advises that as a general rule, they would be looking at the primary purpose of engagement of the employee and in this instance, it would mean all hours may be remunerated at the aged care rate. 

1st

From 1 August, all employees are entitled to 10 days of paid family and domestic violence leave each year. The (Unpaid) Family and Domestic Violence Leave configuration settings under awards have been updated - the leave category is disabled from award leave allowance templates, and the work type is not enabled automatically for all employees. Please ensure that employees no longer use the unpaid leave category or work type.

1st

We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2022-23 decision and includes updates to expense-related allowances. You can find information on the Determinations here and here.

These changes come into effect from the first full pay period on or after the 1st July 2023. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st of July 2023. It includes Fair Work Commission's recent change to increase minimum wages by 15% for some employees working in aged care.

In line with the change, we have created new pay rate templates and employment agreements: The new Home Care Employees—Aged Care pay rate templates and employment agreements are for home care employees providing services to an aged person. The existing Home Care pay rate templates and employment agreements are for home care employees providing services to a person with a disability. You can find further information on what you should be aware of here.

1st

We have updated the award to make sure that the Broken Shift rule will not override the Public Holiday not Worked and that the Maximum Daily Hours (10 hours by agreement) - Full Time will apply at any shift of the day.

31st

We have updated the Pay Category payment classification for Community Service Leave Taken in line with the ATO specification categories found here.

The pay condition rule set SCHCDS Permanent Shift Worker has been updated to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with Fair Work's calculation.

We have updated the SCHCDS Permanent Day Worker ruleset to exclude On Call work type from the Broken Shift rule calculation.

Unpaid Pandemic Leave has been disabled as this entitlement has now expired within this award. Additional information can be found on the Fair Work website.

The SCHCDS Permanent Shift Worker, SCHCDS Permanent Day Worker, SCHCDS Casual Day Worker and SCHCDS Casual Shift Worker rulesets have been updated to exclude Remote Work - Training/Meetings, Remote Work - On Call & Remote Work - Not on call from the calculation of Broken Shift (more than 12 hours) rule.

The SCHCDS Permanent Shift Worker, SCHCDS Permanent Day Worker, SCHCDS Casual Day Worker and SCHCDS Casual Shift Worker rulesets have been updated to exclude Sleepover and 24 Care Shift - Inactive Time from the calculation of First Aid Allowance (tag) & First Aid Allowance (work type) rules. 

The SCHCDS Permanent Shift Worker, SCHCDS Permanent Day Worker, SCHCDS Casual Day Worker and SCHCDS Casual Shift Worker rulesets have been updated to exclude Sleepover and Kilometre Allowance work types from the Assign Broken Shift (1 unpaid breaks) Work Type and Assign Broken Shift (2 unpaid breaks) Work Type rules to ensure correct calculation of Sleepover and Kilometre Allowances. There have been four updates to the award. These changes into effect from the first full pay period on or after 1 July 2022. 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 2022.

1. Annual Wage Review 2021.22

The award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2021-22 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 2022. 

2. Weekly Overtime Updates (System Improvement - Unrelated to Legislation Changes)

All rulesets have been updated to ensure that the correct overtime tiers are applied when an employee exceeds the standard hours per pay period. The tiers will now be applied once across all matching overtime shifts.

3. Removal of Unpaid Pandemic Leave

Unpaid Pandemic Leave has been disabled as this entitlement has now expired within this award. Additional information can be found on the Fair Work website.

4. Major Updates to the award as Part of the 4 Yearly Review

*Important: Please read carefully*

Significant changes have been made to the configuration of the award to enact changes as part of the 4-yearly review of modern awards for the Social, Community, Home Care and Disability Services Industry award. These changes come into effect from the first full pay period on or after 1 July 2022. More information is available here.

Actions You Must Take

In order to ensure that you are using the system correctly to apply these changes, we recommend that you do the following:

1. Read the below section called “Summary of New Work Types and Shift Conditions to Assign to Timesheets” to understand the new work types and when they must be assigned to timesheets.
2. Read the below section called “List of All System Changes” to understand what changes have been made within KeyPay and how this will impact pays processed after 1 July.
3. Install the updates after you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2022.

Summary of New Work Types and Shift Conditions to Assign to Timesheets

The following are new work types that must be added to timesheets in the described scenarios. Please note, if you are using an external timesheet system, the below new work types will need to be configured in your external system.

Launder clothing other than uniforms

Choose this work type when the clothing of an employee (other than a uniform) is soiled in the course of the performance of their duties. This work type is also available as a shift condition.

Broken Shift (1 unpaid break)

This is a hidden work type and is automatically assigned to broken shifts with 1 unpaid break. No action is required to be taken to assign this work type to broken shifts with 1 unpaid break. This work type is also available as a shift condition.

Broken Shift (2 unpaid breaks)

Choose this work type when an employee works a broken shift with 2 unpaid breaks. The work type can be applied to any or all of the individual broken shift segments. This work type is also available as a shift condition.

Remote Work - On Call

Choose this work type when an employee performs remote work while on call.

Remote Work - Not on Call

Choose this work type when an employee performs remote work where the employee is not on call.

Remote Work - Meetings/Training

Choose this work type when an employee performs remote work that involves participating in staff meetings or staff training remotely.

24 hour care shift - Inactive Time

Choose this work type for the portion/s of a 24-hour care shift where the employee is not providing care.

List of All System Changes

Change to award: New Minimum Engagement for Part Time Employees (Clause 10.5)

The SCHCDS Permanent Shift Worker and SCHCDS Permanent Day Worker rulesets have been updated to ensure that the new minimum engagement requirements for part-time employees are applied. A 3-hour minimum engagement will be applied for part time social and community services employees (except when undertaking disability services work) and a 2-hour minimum engagement will be applied for all other employees.

Change to award: Changes to Minimum Engagement for Casual Employees (Clause 10.5)

The SCHCDS Casual Shift Worker and SCHCDS Casual Day Worker rulesets have been updated to reflect changes to the minimum engagement requirements for casual employees. The 1-hour minimum engagement requirement for Home Care employees has been removed. The new minimum engagement requirements for casual employees are a 3 hour minimum engagement for social and community services employees (except when undertaking disability services work) and a 2 hour minimum engagement for all other employees.

Change to award: New Allowance - Laundering of clothing other than uniforms (Clause 20.3)

All rulesets have been updated to incorporate the new laundry allowance payable when the clothing of an employee (other than a uniform) is spoiled in the course of the performance of their duties. To pay this allowance, the work type or shift condition Launder clothing other than uniforms must be assigned to the employee's timesheet.

Change to award: New Allowances - Broken Shifts (Clause 20.12)

All rulesets have been updated to incorporate two new broken shift allowances for social and community services employees when undertaking disability services work and for home care employees. Two new pay categories have been created; Broken Shift Allowance (1 unpaid break) and Broken Shift Allowance (2 unpaid breaks). Two new work types have also been created; Broken Shift (1 unpaid break) and Broken Shift (2 unpaid breaks). These work types have also been added as shift conditions.

For broken shifts with 1 unpaid break, we have configured the rulesets to automatically apply the work type based on certain criteria. Therefore, you do not need to assign the Broken Shift (1 unpaid break) to any shifts. The automatic application of the work type enables the broken shift allowance for 1 unpaid break to be paid to the employee.

For broken shifts with 2 unpaid breaks, the Broken shift (2 unpaid breaks) work type must be manually assigned to any or all of the individual broken shift segments. The manual application of the work type enables the broken shift allowance for 2 unpaid breaks to be paid to the employee.

Change to award: Change of Criteria for Night Shift on Broken Shifts (Clause 25.6e(ii))

The SCHCHS Permanent Shift Worker and SCHCHS Casual Shift Worker rulesets have been updated to ensure that when an employee works a broken shift, the night shift allowance is not paid for work performed on a night shift that commences before 6:00am.

Change to award: Changes to 24-hour Care Shift Payments (Clause 25.8)

All rulesets have been updated to action changes to the 24-hour care clause. An employee who works a 24-hour care shift is now entitled to payment for work exceeding 8 hours. The work exceeding 8 hours will now also be paid at the applicable overtime rate. In addition to the existing work type, 24 hour care shift, we have added a new work type called 24-hour care shift - Inactive Time. This is to distinguish between parts of the shift where the employee is and is not providing care.

Change to award: New Clause for Remote Work (Clause 25.10)

All rulesets have been updated to accommodate the new Remote Work clause. Three work types have been created, Remote Work - On Call, Remote Work - Not on Call and Remote Work - Meetings/Training. 

A minimum engagement of 15 minutes will now apply to an employee who is on call and performs remote work between 6:00am and 10:00pm. A minimum engagement of 30 minutes will now apply to an employee who is on call and performs remote work between 10:00pm and 6:00am. A minimum engagement of 1 hour will apply to an employee who is not on call and performs remote work at any time. A minimum engagement of 1 hour will also apply to an employee who performs work by participating in staff meetings or staff training remotely. All time worked exceeding the minimum engagement will be rounded to the nearest 15 minutes.

The rate paid for overtime work will differ depending on the time of day or day of week, as detailed in section D of clause 25.10.

The SCHCDS Casual Day Worker and the SCHCDS Casual Shift Worker rulesets have been updated to ensure that when a social and community services employee undertakes disability services work, a 2-hour minimum engagement applies.

The rule set pay conditions for SCHCDS Permanent Day Worker, SCHCDS Casual Day Worker, SCHCDS Permanent Shift Worker and SCHCDS Casual Shift Worker have been updated to include shift conditions for 10 hour shift by agreement, Agreed 8 hour break between shifts, and Paid Meal Break. These shift conditions can now be used as options. The work types still exist as well.

Updates have been made to the Minimum break between shifts rules to exclude that from being paid when the employees are on Sleepover, in Pay Conditions Rule sets SCHCDS Permanent Day Worker and SCHCDS Permanent Shift Worker.

All rulesets have also been adjusted to ensure that when a shift fits both conditions of a no meal break penalty and overtime due to maximum daily hours, that the correct no meal break overtime pay categories are applied and the overtime tier does not reset.

The Unpaid Pandemic Leave pay category has been updated and counts as service for entitlements under awards and the National Employment Standards.

If any staff have used this category previously, please adjust their Annual, Personal and Long Service Leave balances for any period of unpaid pandemic leave previously taken.

To identify affected employees and enter the leave accrual see: Calculating Missing Leave Accrual for Unpaid Pandemic Leave Taken.

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 rule set pay conditions for SCHCDS Permanent Day Worker, SCHCDS Casual Day Worker, SCHCDS Permanent Shift Worker and SCHCDS Casual Shift Worker have been updated to include new rules for Excursions as part of clause 25.9. A new work type called Excursion has been created for when an employee is working on an excursion activity. This work type should be selected on a timesheet when an excursion applies.

Updates have been made to the unpaid pandemic leave allowance templates so that the balance is displayed in weeks instead of hours in line with the Fair Work Commission's guidelines.
Once the award update is installed, all employees' unpaid pandemic leave balances will be displayed in weeks, not hours. This will mean that an employee’s balance may now show as 76 weeks. In order to correct the balance please see How to Fix Unpaid Pandemic Leave Balance Data.

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.

Updates have also been made to the Leave Category Family & Domestic Violence Leave, so that the balance is displayed in days instead of hours in line with the National Employment Standards.

Once the update is installed, all employees' 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.

An update was made to the Laundry allowance to exclude that from being paid when the employees are on On-Call for the SCHCDS Permanent Day Worker, and SCHCDS Permanent Shift Worker pay condition rule sets, to ensure as part of clause 20.2(c).

An update was made to the Broken Shift (more than 12 hours) pay condition rule sets to exclude that from being paid when the employees are on Sleepover, to comply with clause 25.6(a).

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.

June 2021

A new work type has been created: 'Agreed 8 hour break between shifts'. Pay condition rule sets SCHCDS Permanent Day Worker and SCHCDS Permanent Shift Worker have been updated to ensure when this work type is selected, the less than 10-hour minimum break penalties are not applied. 

The pay conditions rule set for SCHCDS Casual Shift Worker has been updated to map the pay category for no meal break public holiday overtime to the casual.

The pay rates for Social and Community Services and Crisis Accommodation employees have been updated to reflect the Fair Work Commission's Equal Remuneration Order. 

The new pay rates take effect from the first full pay period on or after 1 December 2020. Please install this update AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 December 2020.

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 casual penalty loading for overtime pay categories has been updated to reflect changes made as part of the Fair Work Decision 4-year review of modern awards. The determination can be found here. 

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.

Also included in the updates are increases to the penalty rates for casual employees working on Saturday or Sunday as part of Fair Work's 4-yearly modern award reviews. The determination can be found 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.

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 of 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.

The work types Paid Meal Break and Sleepover have been excluded from the no meal break rules in the SCHCDS Permanent Day Worker, SCHCDS Casual Day Worker, SCHCDS Permanent Shift Worker, and SCHCDS Casual Shift Worker pay condition rule sets, to ensure as part of clause 27.1(c), an employee having a meal with a client is considered a qualified meal break and when on a sleepover, the employee is not required to take a meal break.

Updates have been made to the rule set pay conditions for SCHCDS Permanent Day Worker, SCHCDS Casual Day Worker, SCHCDS Permanent Shift Worker and SCHCDS Casual Shift Worker:

• Exceeding hours rules for part-timers to exclude OT Clearing pay category
• All exceeding hours rules now apply to pay category OT Clearing if conditions are satisfied
• Included work type is not Paid Meal Break to the Automatic Meal Break rule
• Paid Meal Break work type is mapped to the Employee's Primary Pay Category
• New rules have been included for clause 27.1(b); payment of overtime when meal break is not given
• Clause 28.3; less than 10 hour break between shifts now applies to double time if conditions are satisfied

New pay categories for No Meal Break for all pay conditions have been created for both permanent and casual employees and new pay categories for Minimum Break Between Shifts for all pay conditions for permanent employees have been created. 

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. 

The pay rates for Social and Community Services and Crisis Accommodation employees have been updated to reflect the Fair Work Commission's Equal Remuneration Order. 

The new pay rates take effect from the first full pay period on or after 1 December 2019. Please install this update after you have finalised your last pay run prior to the first full pay period commencing on or after 1 December 2019.

Update to the rule set pay conditions for SCHCDS Permanent Day Worker, SCHCDS Casual Day Worker, SCHCDS Permanent Shift Worker and SCHCDS Casual Shift Worker to the First aid allowance for Part Time and Casual rules to ensure if the day has multiple shifts it is paid across all shifts and not limited to the first shift, the maximum units per week still applies.

Update to the employment agreement for Social & Community Services Level 3 (Shift Worker) - Casual, to amend the Pay Rate Template to reflect casual Social & Community Services Level 3 Paypoint 4 when the employees anniversary date has reached three years.

Update to the rule set pay conditions for SCHCDS Permanent Day Worker, SCHCDS Casual Day Worker, SCHCDS Permanent Shift Worker and SCHCDS Casual Shift Worker to the exceeding hours rule to include weekly (38hrs), fortnightly (76hrs) and 4 weekly (152hrs) rule set periods. An audit was completed on the Permanent Pay Rate Templates to update any rounding.

Rounding update for Casual Pay Rate Templates.

Update to the rule set pay conditions for SCHCDS Permanent Day Worker, and SCHCDS Permanent Shift Worker to Minimum Break between Shifts clause and the Broken Shift (more than 12 hours) clause to exclude leave taken.

Rounding update for Casual Pay Rate Templates.

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.

An update has been made to the Superannuation Contributions Guarantee (SG) for the On Call Allowance (Weekday) and On Call Allowance (Weekend & PH) pay categories to a zero percentage, in line with the ATO Allowance Guide. Update to the rule set pay conditions for SCHCDS Permanent Day Worker, SCHCDS Casual Day Worker, SCHCDS Permanent Shift Worker and SCHCDS Casual Shift Worker to the apply overtime rules for overtime worked on a Public Holiday. New rules were created for the 28.1 Apply Overtime pay conditions which now exclude the Public Holiday Overtime. A new rule was created - 34.2 Public Holiday Overtime to ensure double time and a half is paid for all overtime hours worked on a Public Holiday.

Update to the rule set pay conditions for SCHCDS Permanent Day Worker, SCHCDS Casual Day Worker, SCHCDS Permanent Shift Worker and SCHCDS Casual Shift Worker to the "on call" allowance so that the allowance only pays once on a weekend public holiday.

Update to the rule set pay conditions for SCHCDS Permanent Day Worker, SCHCDS Casual Day Worker, SCHCDS Permanent Shift Worker and SCHCDS Casual Shift Worker in line with clause 27.5(e), where any work performed by an employee during a sleepover will be paid for a minimum time of one hour. Rule has been corrected and is now applying accurately for all time worked less than one hour.

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.

Pay Rates for social and community service employees and crisis accommodation employees have been updated.

The new pay rates take effect from the first full pay period on or after 1 December 2018. The increase is in accordance with the Equal Remuneration Order. Further information can be found here.

Rounding update of Home care employee - Casual for the following classifications

Level 1 - Pay point 1
Level 2 - Pay point 1
Level 2 - Pay point 2
Level 3 - Pay point 1
Level 5 - Pay point 1
Level 5 - Pay point 2

Update to the Casual - 24-Hour Care pay category rate inline with Clause 25.8(c) with the rate being 155% of the employee's appropriate rate plus the 25% casual loading. 

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 of unpaid family and domestic violence leave each year of their employment. The 5 days renew 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.

First aid allowance rule set multiplier was updated to reflect maximum weekly allowance of $16.03. Allowance effective from 1 July 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.

The Payment Classification settings for allowance-based pay categories have been updated as per Single Touch Payroll (STP) requirements.

1. Fix any auto-meal break rules so that they do not apply to leave requests.
2. Updated allowance pay categories configuration - e.g. changed payment classifications.
3. Create kilometre allowance pay categories - above and below ATO limits.

The award has been updated to reflect changes made as part of the Fair Work Decision 4-year review of modern awards. The following is a summary of the changes to the award made:

• Part-time rosters no longer need to have the same amount of hours in each week. Employees and employers may agree to have a different amount of hours in each week over a roster cycle.
• Roster variations can be for short term or permanent changes to the roster.

Upon review, our existing rule sets do not provide overtime to part-time employees where they work in excess of their standard hours. As a result, there was no requirement to change the existing rule set. We consider the results of the award review to mainly impact rostering but not result in any changes to the application of overtime.

Pay rates have been updated and take effect on the first full pay period on or after 1 December 2017. This is in accordance with clause 5.5(f) of the Equal Remuneration Order.