This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Racing Industry Ground Maintenance Award 2020 [MA000014] package. For further information about the Racing Club Events Award 2020, refer to: Racing Industry Ground Maintenance Award.
Key updates
Select the current financial year tab to see award updates for the 2024/25 financial year, while all previous updates before this time you can find in the historical financial years tab.
1st
We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2023-24 decision and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2024. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2024.
We have also updated the "Community Service Leave Taken" pay category, where it does not accrue super.
All rule sets has been updated to include a rule for Paid Family Domestic Violence Leave.
4th
We updated the award and reordered the Public Holiday rule after the weekend public events to ensure the correct application of Public Holiday rates as per clause 20.5.
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 make sure 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.
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 1st July 2022. Please install these updates after you have finalised your last pay run before the first full pay period starting on or after 1st July 2022.
Unpaid Pandemic Leave has been disabled as this entitlement has now expired within this award. Additional information can be found on the Fair Work Commission website.
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 is now being disaggregated into distinguishable categories. 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 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 1st November 2021.
Please install these updates after you have finalised your last pay run before the first full pay period starting on or after 1st November 2021.
The award name has been updated to "Racing Industry Ground Maintenance Award 2020 (MA000014)" to reflect changes made as part of the Fair Work Commission 4-year review of modern awards.
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. To correct the balance, please see How to Fix Unpaid Pandemic Leave Balance Data.
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. To correct the balance, please see How to Fix Family & Domestic Violence 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 1st July 2021. Please install these updates after you have finalised your last pay run before the first full pay period starting on or after 1st 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. For further instruction on how to correct the balance, please see How to Fix Family & Domestic Violence Leave Balance Data.
This update is to make sure that any new installs of this award conducted since 1st July are now captured with the SG increase from 9.5% to 10% for all pay categories. If you have installed this award between 1st July 2021 to 8th July 2021 for the first time, please make sure you select "NO" to preserve custom pay categories. If you were using this award before 1st 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, as part of Group 3 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 1st February 2021. Please install these updates after you have finalised your last pay run before the first full pay period starting on or after 1st February 2021.
The award has been updated to reflect the High Court of Australia'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 before 25th August 2020. However, any new award installs from 25th August 2020 will not display Personal/Carer's (10 days) Leave details.
For further information on migrating from daily personal/carer's leave accruals to hourly, please refer here.
The award has been updated to reflect changes made as part of the Fair Work Commission 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 make sure 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.
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 1st July 2019. Please install these updates after you have finalised your last pay run before the first full pay period starting on or after 1st 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 platform and the issue has now been resolved with this update.
The award has been updated to reflect changes made as part of the Fair Work Commission 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 1st August 2018. Further information can be found at the Fair Work Commission website.
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 five days renew each 12 months of their employment, but do 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 1st July 2018. Please install these updates after you have finalised your last pay run before the first full pay period starting on or after 1st 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 - 10.2(c) Apply Overtime - Over Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 10.2(c):
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- 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.
N.B:
(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.
Installing the pre-built award package
To read details on how to install and configure this Pre-built Award Template, please review the following article. Before relying on the award information, users should carefully evaluate its accuracy, currency, completeness, and relevance for their purposes. You should also obtain appropriate professional advice.
Work types
The following lists out and explains the work types an employee can select on their timesheet.
| Annual Leave taken. | Choose this work type when annual leave is taken. |
| Compassionate Leave taken. |
Choose this work type when a roster day off is taken. |
| Hours worked. | Use this work type for any ordinary hours worked, unless another work type is more appropriate. |
| Hours worked - greyhound or harness racing public event. | Use this for any hours you work at a greyhound or harness racing event that is open to the public. |
| Hours worked - greyhound or harness racing public event - track crossing attendant. | Use this for any hours you work at a greyhound or harness racing event that is open to the public and you perform the role of a track crossing attendant. |
| Hours worked - night cleaning duties. | Use this work type if your primary role is to perform night cleaning duties. If this is your permanent role and a tag has been used, you can alternatively simply select ‘hours worked’ (check with your payroll administrator). |
| Hours worked - other - track crossing attendant. | Use this work type for any days not hosting a public event where you perform the role of a track crossing attendant. |
| Hours worked - other public event. | Use this work type for any days hosting a public event other than greyhound or harness racing. |
| Hours worked - other public event - track crossing attendant. | Use this work type for any days hosting a public event other than greyhound or harness racing and you perform the role of a track crossing attendant. |
| Hours worked with a delayed meal break. | Use this work type for the part of the shift where you would have normally had a meal break, up to the time where you were able to take a break. |
| Leave without pay. | Use 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. | Use this work type when paid community service leave is taken. |
| Personal/Carer's Leave taken. | Use this work type when personal / carer’s leave is taken. |
| Public holiday (day off). | Use this work type when you have a paid day off due to the day being a public holiday. Only applicable to permanent employees. |
| TIL Leave taken. | Choose this work type when time in lieu is taken. |
Tags
The following tags are available to employees under the award.
| Carpenter who provides own tools. | Select this tag if the employee is a carpenter who is required to provide their own tools. |
| First aid. | Select this tag if the employee is first aid qualified and performs first aid duties. |
| In charge of less than 3 employees. |
Select this tag if the employee is typically in charge of less than three employees. |
| In charge of 3-6 employees. | Select this tag if the employee is typically in charge of 3-6 employees. |
| In charge of 7 or more employees. | Select this tag if the employee is typically in charge of 7 or more employees. |
| In charge of tractor plant. |
Select this tag if the employee is in charge of tractor plant. This could be any of the following circumstances:
|
| Night cleaner. | Select this tag if the employee’s entire role is that of a night cleaner. |
| TIL of OT. | Select this tag if the employee has agreed to receive time off in lieu of receiving overtime penalties. |
| Tradesperson (not carpenter) provides own tools. | Select this tag if the employee is a tradesperson other than a carpenter who is required to provide their own tools. |
| Water restrictions apply. | Select this tag where the employer is subject to water restrictions. Water restrictions means restriction or rationing in using water per orders or regulations approved by the relevant authority. |
Further information
Time off instead of payment for overtime leave accrues at the same rate as the number of overtime hours worked. For example, an employee who worked two overtime hours has an entitlement to two hours’ time off. If you do take time off for overtime and the time off you intend, pay it out, you must pay at the overtime rate applicable to the overtime when worked
It also applies when you terminate an employee and you have to pay out the time. To pay it out correctly, you will need to record the overtime rate manually while you are processing the time in lieu accrual. We suggest 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. It will show the pay runs for the employee where they accrued Time in Lieu, enabling yout to determine the applicable rates. Next, you can run an Employee Payment History Report to determine if they took any of the time off for overtime. You can then determine the correct balance based on the number of hours by taking the equivalent to the overtime payment that you made.
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