The article provides guidelines about when to use the different work types and tags we include as part of the pre-built wine industry award 2020 package. For further information about this award, refer to Wine Industry Award.
Key updates
Select the current financial year tab to see award updates for the 2024/25 financial year. All previous updates before this time you can find in the historical financial years tab.
26th
We have identified an issue affecting Paid Family and Domestic Violence Leave (PFDVL) accrual calculations. The accrual method was changed from "BASED ON A LEAVE YEAR" to "ON AN ONGOING BASIS," which may have caused incorrect leave accruals for some employees. The award has been updated to correct the accrual configuration.
For guidance on making leave adjustments, refer to this support article.
5th
We have made the following updates to the award:
- Added "after 6 months of employment" pay rate templates for all Grade 1 - Junior (under 17 and 17 years old) and linked them to the correct employment agreements.
- Renamed all existing Junior grade 1 pay rate templates to include "first 6 months of employment" as description.
- We've updated the base rate for "Boiling stream grade 5 - under 17 years" for both permanent and casual pay rate templates.
- We've updated the boilers and flues allowance for all adult "Grade 1 - after 6 months of employment" pay rate templates.
- We've added the following employment agreements:
- Adult Apprentice Cooper - Pre 2014 (Shift Worker)
- Apprentice Cooper (Completed Year 12) (Shift Worker)
- Adult Apprentice Cooper (Day Worker)
- Apprentice Cooper (Did not complete Year 12) Day Worker
- Duplicate version of the Employment Agreement listed below has been identified and marked with an asterisk (*).
- Warehouse and Supply Stream Grade 3 (Shift Worker) - Part Time
- Bottling Stream Grade 2 (Shift Worker) - Full Time
- Bottling Stream Grade 5 (Day Worker) - Part Time
These versions will no longer be updated. Please ensure that employees assigned to the asterisked agreement are moved to the correct Employment Agreement (without the asterisk).
29th
We have updated the Automatic Meal Break and No Meal Break rules in line with Clause 14. for Shift Workers rulesets. It is important to note that if employees work through meal break, they will be paid a penalty until the meal break is given as per Clause 14.4, clocking in and out for a meal break is required if the penalty no longer applies.
We have also updated the employment agreements for following classifications, linking to the correct pay rate templates accordingly:
- Apprentice Cooper (Pre 2014) (Shift Worker)
- Bottling Stream Grade 2 (Shift Worker)
- Coopers Stream Grade 1 (Day Worker)
- Coopers Stream Grade 2 (Day Worker)
- Coopers Stream Grade 2 (Shift Worker)
- Coopers Stream Grade 3 (Day Worker)
- Coopers Stream Grade 3 (Shift Worker)
1st
We have updated the award to reflect the Fair Work Commission's Review of C14 and C13 rates in modern awards. You can find more information on the Determination here.
New pay rate templates have been created to reflect the split in pay rates for "first 6 months of employment" and "after 6 months of employment" across all Grade 1 classification levels.
These changes come into effect from the first full pay period on or after the 1st January 2025. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st January 2025.
We have also updated the employment agreements for Coopers Stream Grade 1 (Shift Worker), linking to the correct pay rate templates accordingly.
23rd
We have updated the award to ensure that the Exceeding 10 Hours and 12 Hours By Agreement rules will trigger overtime as per clause 13.5.
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 have been updated to include a rule for Paid Family Domestic Violence Leave.
1st
We have updated the Automatic Meal Break and No Meal Break rules in line with Clause 14. for Day Workers and Shift Workers rulesets. It is important to note that if employees work through meal break they will be paid a penalty until the meal break is given as per Clause 14.4, clocking in and out for a meal break is required if the penalty no longer applies.
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.
12th
We have updated the award pay conditions to separate Boilers and Flues Allowance from Ordinary hours pay category in line with the Single Touch Payroll Phase 2 employer reporting guidelines.
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.
We have updated the award to make sure that the public holiday overtime penalty rate will apply correctly for both permanent and casual employees.
We have updated the award to reflect the Fair Work Commission’s national minimum wage increase detailed in the Annual Wage Review 2021-22 decision. It also 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 1st July 2022. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2022. We have also disabled the Unpaid Pandemic Leave entitlement as this has now expired within this award. Additional information can be found on the Fair Work Australia website.
We have updated the Unpaid Pandemic Leave pay category and it now 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.
We have updated the award in line with the Australian Tax Office (ATO) requirements for Single Touch Payroll (STP) Phase Two reporting. We are now disagregating the reporting of gross earnings into distinguishable categories. We have updated the Pay Category payment classifications in line with the ATO specification categories found here.
We have updated the award to reflect the Fair Work Commission’s national minimum wage increase of 2.5% detailed in the annual wage review 2020-21 decision. It also 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 1st November 2021. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st November 2021.
We have made updates to the Unpaid Pandemic Leave allowance Templates so that the balance displays in weeks instead of hours in line with the Fair Work Commission's guidelines.
Once you install the award update, all employees' Unpaid Pandemic leave balances will display in weeks, not hours. It will mean that an employee’s balance may now show as 76 weeks.
We have also made updates to the Family and Domestic Violence (FDV) leave category, so that the balance displays in days instead of hours in line with the national employment standards. Once you install the update, all employees' FDV leave balances will display in days, not hours. It will mean that an employee’s balance may now show as 38 days.
We made this update to make sure that any new installs of this award conducted since 1st July now capture the Super Guarntte 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 the No option to the Preserve Custom Pay Categories questions. If you were using this award before 1st July 2021, then you do not need to select the No option.
We have updated the award pay rate templates to make sure that the legislated superannuation guarantee (SG) rate will increase automatically from 9.5% to 10% effective from 1st July 2021. Please make sure you install this update before 1st July 2021 for this change to take effect.
What does this mean? Any pay run with a date paid on or from 1st July 2021 will automatically calculate SG at 10% of On Target Earnings (OTE). Additionally, on the 1st of July, we will update references to 9.5% on all applicable screens in the platform.
We have updated the award, as part of group three awards, to reflect the Fair Work Commission’s national minimum wage increase of 1.75% detailed in the annual wage review 2019-20 decision. It also 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 1st February 2021. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st February 2021.
We have updated the Wine Vats work type to make sure that the allowance pays on a per hour basis when selected.
We have updated the award to reflect changes made as part of the Fair Work Australia decision 4-year review of modern awards. We have also updated the pay condition rule sets for Permanent Day Workers, Permanent Shift Workers, Casual Day Workers and Casual Shift Workers to make sure the Boilers and Flues Allowance and the Working through Meal Break penalties are both aid at 150% of the hourly rate applying for the time worked.
We have updated the award 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 calculated on working days, not hours. You can find information on the decision 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 you installed the award before 25th August 2020. However, any new award installs from 25th August 2020 will not display personal/carer's (10 days) leave details.
We have updated the award pay rate templates to reflect the Australian Taxation Office (ATO) decision to increase the cents per kilometre rate for work-related car expense deductions to 72 cents per kilometre. The new rate applies from the first paid date in the 2020-21 financial year.
We have updated the award 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 weeks of unpaid pandemic leave. We have created a new Unpaid Pandemic Leave Taken pay category, leave category, and Unpaid Pandemic Leave work type have been created.
We have updated the rule sets , where necessary, to include/exclude the work type and leave category to some pay conditions. We have also updated the leave allowance templates to make sure we enable this new leave category and is now accessible for employees to take this leave when required.
Under this new schedule employees can take up to twice as much annual leave at a proportionally reduced rate if their employer agrees. You will need to manually adjust the employee's pay rate and leave balance 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, we have made updates to the setup of the award. You can find further information here.
We have created a new leave category called Personal/Carer's (10 days) Leave. Also, we created new leave allowance templates (LATs) specific to 10 days accrual per year for each state. Lastly, we have updated any rules impacted by personal/carer's leave have with the new leave category.
We have made a rounding update for casual pay rate templates.
We have updated the award to reflect the Fair Work Commission’s national minimum wage increase of 3% from its annual wage review 2018-19 decision. It also 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 1st July 2019. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2019.
We updated the pay rate templates for casual employees to the correct rates due to errors occurring in the pay rates during the last update on 3rd April 2019. We have updated the rule sets for permanent day workers, permanent shift workers, casual day workers, and casual shift workers. Lastly, we have updated the applied overtime rule to reflect the correct rates of pay when an employee works overtime on a public holiday.
We have updated the Public Holiday rule set for permanent day workers, permanent shift workers, casual day workers, and casual shift workers to reflect the correct rates of pay when an employee works ordinary hours and when employee works on a public holiday.
The setup of the Payroll Tax Exempt field on the Payroll Settings Pay Categories page was replicating the PAYG Exempt field rather than creating a unique identity; when installed into the business settings. We have carried out an audit across the platform and we have now resolved the issue with this update.
We updated the allowance rate for Kilometre Allowance - Car (above and below ATO limit). You can find further information on the ATO site. We have updated the award to reflect changes made as part of the Fair Work Decision 4-year review of modern awards. You can read further information on the determination here.
Family and Domestic Violence leave applies from the first full pay period on or after 1st August 2018. You can find further information out at the Fair Work Australia 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 every 12 months of their employment, but does not accumulate if they do not use the full leav balance.
We have created a new Family and Domestic Violence leave category and a new Family and Domestic Violence Leave Taken work type. We have also updated all leave allowance templates and any impacted rule conditions.
We have updated the award to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision. It 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 beginning on or after 1st July 2018.
We have created new laundry allowance pay categories and rule conditions to reflect the ATO threshold maximum limits for claiming laundry (not dry cleaning) for deductible clothing under the award. You can read further information in the Cleaning of Work Clothing section of this ATO article.
We have created a new rule - Exceeding Ordinary Hours - Part Time, and this rule reflects the following provisions of clause 12.4:
- 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. Now, however, we can assess the Advanced Standard Work Hours as set up within the employee's Pay Run Defaults screen. The rule will assess hours as follows:
- Any time worked on Wednesday, Thursday, and Saturday we will deem overtime;
- Any time worked before the start times on Monday, Tuesday, Friday, and Sunday we will deem overtime; and
- Any time worked after the end times on Monday, Tuesday, Friday, and Sunday we will deem overtime.
The rule only works where you have set up Advanced Standard Work Hours using start and finish times, not hours only. If you have set up any Advanced Standard Work Hours for a part-time employee, then we will deem all hours as overtime.
We have fixed any auto-meal break rules so that they do not apply to leave requests. We have updated the allowance pay categories configuration; for example, changed payment summary classifications. Lastly, we created Kilometre allowance pay categories - above and below ATO limits.
We have updated the award to allow for vintage periods as per clause 28.2(d)(i) and working on cellar doors as per clause 28.2(c), and reflect the changed spread of hours for which overtime applies under both of these types of shifts. To allow these conditions to apply:
- For vintage periods, apply the new vintage period tag to each affected employee.
- For cellar door work, apply the new cellar door work type available to all staff by default.
We have updated the award to reflect changes made as part of the Fair Work Decision four-year review of modern awards. As such, we have reduced the minimum payment for casual employees doing pruning or harvesting work during unexpected wet weather from four hours to two hours.
We have updated the Casual Day Workers and Casual Shift Workers rule sets to reflect this new change. We have also added a new work type available to all employees called Pruning or harvesting work during unexpected wet weather.
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.
| Boilers and flues | Select this work type if an employee washes out and chips boilers and/or cleans flues for this shift. |
| Cask firing |
Select this work type if you engaged an employee in the cask firing as a cooper for this shift. |
| Cellar door | Use this work type if the employee is working in the cellar door. |
| Confined spaces | Select this work type if an employee is working in a confined space as a cooper for this shift. |
|
Coopers Stream Leading Hand (3-10emp) |
Select this work type for a leading hand in charge of coopers stream employees, except an employee engaged in the grade five classification for 3-10 employees for this shift. |
| Coopers Stream Leading Hand (11-20emp) | Select this work type for a leading hand in charge of coopers stream employees, except an employee engaged in the grade five classification for 11-20 Employees for this shift. |
|
Coopers Stream Leading Hand (20+emp) |
Select this work type for a leading hand in charge of coopers stream employees, except an employee engaged in the grade five classification for 20+ Employees for this shift. |
| Dirty work | Select this work type for an employee performing work as a cooper which is of an unusually dirty or offensive nature for this shift. |
| First aid | Select this work type for an employee who is the current holder of appropriate first aid qualifications, such as a certificate from the St John Ambulance or similar body and is appointed by the employer to perform first aid duty for this shift. |
| Leading hand (1-4 emp) | Select this work type for a leading hand in charge of 1-4 employees, except an employee engaged in the grade five classification for this shift. |
| Leading hand (5-10 emp) | Select this work type for a leading hand in charge of 5-10 employees, except an employee engaged in the grade five classification for this shift. |
| Leading hand (10+ emp) | Select this work type for a leading hand in charge of 10+ employees, except an employee engaged in the grade Five classification for this shift. |
| Mobile crane operation | Select this work type for an employee engaged in operating a mobile crane for this shift. |
| No meal break | Select this work type if they have taken no breaks. |
| Overtime meal allowance | Select this work type for a shift that is more than two hours of overtime. Unless you notified the employee the day prior about the overtime or when the employer provides an adequate meal. |
| Pruning or harvesting during unexpected wet weather | Select this work type if you engaged an employee to perform pruning or harvesting work and a weather event not expected at the commencement of the casual employee’s work prevents the completion of four hours’ work. |
| RDO on public holiday - accrue annual leave | Select this work type when an employee RDO falls on a public holiday to accrue annual leave. |
| RDO on public holiday - pay permanent weekday | Select this work type when an employee RDO falls on a public holiday to pay a day at the ordinary time rate. |
| Time off in lieu of overtime | Select this work type for additional hours worked to accrue as Time in Lieu instead of paid as overtime. |
| Twelve hours by agreement | Select this work type if time worked in a shift extends to 12 hours by agreement between employer and employee. |
| Wet work | Select this work type for an employee who on any day works in a wet place for a shift. |
| Wine vat | Select this work type for an employee engaged in burning and/or waxing closed wine vat for this shift. |
Tags
The following lists out and explains the work types an employee can select on their timesheet.
| Boilers and flues | Select this tag if an employee washes out and chips boilers and/or cleans flues on a permanent basis. |
| Cask firing | Select this tag if you engage an employee in the cask firing as a cooper on a permanent basis. |
| Confined spaces | Select this tag if an employee is working in a confined space as a cooper on a permanent basis. |
| Continuous night shift | Select this tag if an employee remains on night shifts for longer than four consecutive weeks on a permanent basis. |
| Coopers Stream L/H (3-10 emp) | Select this tag for a leading hand in charge of coopers stream employees, except an employee engaged in the grade five classification for 3-10 Employees on a permanent basis. |
| Coopers Stream L/H (11-20emp) | Select this tag for a leading hand in charge of coopers stream employees, except an employee engaged in the grade five classification for 11-20 Employees on a permanent basis. |
| Coopers Stream L/H (20+emp) | Select this tag for a leading hand in charge of coopers stream employees, except an employee engaged in the grade five classification for 20+ Employees on a permanent basis. |
| Dirty Work | Select this tag for an employee performing work as a cooper, which is of an unusually dirty or offensive nature on a permanent basis. |
| First aid | Select this tag for an employee who is the current holder of appropriate first aid qualifications, such as a certificate from the St John Ambulance or similar body and is appointed by the employer to perform first aid duty on a permanent basis. |
| Leading hand (1-4 emp) | Select this tag for a leading hand in charge of 1-4 employees, except an employee engaged in the grade five classification classification on a permanent basis. |
| Leading hand (5-10 emp) | Select this tag for a leading hand in charge of 5-10 employees, except an employee engaged in the grade five classification classification on a permanent basis. |
| Leading hand (11+ emp) | Select this tag for a leading hand in charge of 10+ employees, except an employee engaged in the grade five classification classification on a permanent basis. |
| Mobile crane operation | Select this tag for an employee engaged in operating a mobile crane on a permanent basis. |
| Time off in lieu of overtime |
Select this tag for an employee who elects for any overtime to accrue as time in lieu on a permanent basis. |
| Vintage period | Select this tag for each employee to represent a vintage period. The spread of hours of overtime will adjust accordingly. |
| Wet work | Select this tag for an employee who on any day works in a wet place on a permanent basis. |
| Wine vats | Select this tag for an employee engaged in burning and/or waxing closed wine vat on a permanent basis. |
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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