This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Pastoral Award 2010: Shearing Operations package. For further information about the Pastoral Award 2010: Shearing Operations, refer to: Pastoral Award - Shearing Operations
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.
All rule sets has been updated to include a rule for Paid Family Domestic Violence Leave.
15th
The First Aid Allowance pay category has been updated, so it does not accrue leave.
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.
We have also updated the Community Service Leave category to ensure it pays at base rate.
We have updated the pay conditions rule sets for Shearing Operations (Part 7) of the Pastoral Award to make sure that the First Aid and Leading Hand all-purpose allowances apply correctly.
We have updated the award to reflect changes made as part of the Fair Work Commission decision regarding Paid Family and Domestic Violence Leave. Further information on what changes have been applied to the platform and what you should be aware of can be found within this article.
We have created the following new categories:
- New leave category: Paid Family and Domestic Violence Leave.
- New pay category: Paid Family and Domestic Violence Leave.
- New work type: Paid Family and Domestic Violence Leave taken.
We have updated the leave allowance templates to disable the existing unpaid Family and Domestic Violence Leave and we have enabled the new paid Family and Domestic Violence Leave. We also updated any impacted rule conditions.
As part of the Fair Work Commission ruling, an employee must be paid their full pay rate; this includes their base rate plus any incentive-based payments and bonuses, loadings, monetary allowances, overtime or penalty rates, and any other separately identifiable amount.
The award has been updated to reflect the Fair Work Commission’s national minimum wage increase, as 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. 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.
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. 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 pay rate template, Shearer and crutcher, has been updated to ensure the Per 100 Sheep piecework rates are correct for flock sheep, rams, and stud ewes, per the Fair Work Commission Pay Guide. The pay categories Shearer - piecework - Flock Sheep, Shearer - piecework - Rams and Ram Stags, and Shearer - Stud ewes and their lambs have also been updated to calculate based on four decimal places.
The pay categories Leading hand allowance - in charge of 11-20 employees, Leading hand allowance - in charge of 2-6 employees, Leading hand allowance - in charge of 2-6 employees, and Leading hand allowance - in charge of 2-6 employees have been updated to exclude leave from being accrued specifically from the allowance.
The pay rate for pay category Vehicle allowance - above ATO-approved limit has been updated to 0.08c per unit.
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. For further instruction on how 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 updated as part of the Fair Work Commission decision on allowances. The determination can be found here.
The determination can be found here. The allowance rates updated include: horse allowance, meal allowance, saddle allowance, and vehicle allowance.
The allowance rate changes are effective from the first pay period on or after 30 November 2020.
The award has been updated as part of the Fair Work Commission's 4-year modern award review. The determination can be found here. All pay condition rule sets have been updated in line with the 2020 version of the award.
The award, as part of Group 2 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 November 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 November 2020.
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 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 award pay rate templates have been updated to reflect the Australian Taxation Office's 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.
The award has been updated to reflect the changes made as part of the Fair Work Commission's determination around Clause 26C - Annualised Wage Arrangements. A new employment agreement for annualised wage employees has been created which can be assigned to an employee who is paid under the provisions of clause 26C. Further information on the employee setup can be found 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 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.
Refresh to Award to capture all previous updates.
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 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 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 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 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 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 changes have been made as part of this update:
- The payment classification settings for allowance-based pay categories have been updated as per STP requirements.
- We have created a new rule - 10.3(g) Apply Overtime - Over Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 10.3(g):
- 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.
Updated all casual employment agreements to use casual pay rate templates. This ensures the primary pay category has been set to Casual - Ordinary Hours which is correct for reporting purposes.
Coverage
This award covers only the Shearing Operations (Part 7) of the Pastoral Award 2010, along with any clauses that apply to the whole award, e.g. leading hand allowances. For other components of the Pastoral Award 2010, please refer to our other support articles:
- Pastoral Award 2010 (MA000035) - Broadacre Farming and Livestock Operations
- Pastoral Award 2010 (MA000035) - Pig Breeding and Raising
- Pastoral Award 2010 (MA000035) - Poultry Farming
Installing 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.
While every effort is made to provide a high-quality service, YourPayroll does not accept responsibility for, guarantee, or warrant the accuracy, completeness, or up-to-date nature of the service. Before relying on the information, users should carefully evaluate its accuracy, currency, completeness and relevance for their purposes, and should obtain any appropriate professional advice relevant to their particular circumstances.
Work types
The below lists and explains the work types an employee can select on their timesheet.
| Breakdown of machinery. | Use this work type for crutchers, shearers, and piecework wool pressers where machines have been broken down which has forced work to cease. |
| Expeditionary Travel Time. | Use this work type for shearing shed experts or woolclassers who are expeditionary employees to reflect hours spent travelling. Allowance is paid at a rate per hour. |
| Flock Sheep - Full Crutching. | Use this work type for crutchers performing full crutching on flock sheep. |
| Flock sheep - hand-shearing - double-fleeced. | Use this work type for shearers performing shearing by hand on double fleeced flock sheep. |
| Flock sheep - hand shearing - not double fleeced. | Use this work type for shearers performing shearing by hand on flock sheep which are not double fleeced. |
| Flock sheep - machine shearing - double-fleeced. | Use this work type for shearers performing shearing by machine on double fleeced flock sheep. |
| Flock sheep - machine shearing - not double fleeced. | Use this work type for shearers performing shearing by machine on flock sheep which are not double fleeced. |
| Flock sheep - Other crutching. | Use this work type for crutchers performing crutching other than full crutching on flock sheep. |
| Flock sheep - wigging. | Use this work type for crutchers performing wigging on flock sheep. |
| Flock sheep - wigging and ringing. | Use this work type for crutchers performing wigging and ringing on flock sheep. |
| Kilometres travelled. | Use this work type when a kilometre reimbursement is required for use of the employees own motor vehicle. |
| Penning up. | Use this work type for shed hands or wool presser shed hands who are performing penning up. |
| Rams and ram stags - hand-shearing - double-fleeced. | Use this work type for shearers performing shearing by hand on double-fleeced rams and ram stags. |
| Rams and ram stags - hand shearing - not double fleeced. | Use this work type for shearers performing shearing by hand on rams and ram stags who are not double fleeced. |
| Rams and ram stags - machine shearing - double-fleeced. | Use this work type for shearers performing shearing by machine on double-fleeced rams and ram stags. |
| Rams and ram stags - machine shearing - not double fleeced. | Use this work type for shearers performing shearing by machine on rams and ram stags who are not double fleeced. |
| Shearing cook - full day - number of found employees. | Select this work type if the employee is a shearing cook and the employee has worked a full day. Note the number of found employees who were cooked for. |
| Shearing cook - half day - number of found employees. | Select this work type if the employee is a shearing cook and the employee has worked a half day. Note the number of found employees who were cooked for. |
| Shearing cook - full day - number of non-resident employees. | Select this work type if the employee is a shearing cook and the employee has worked a full day. Note the number of non-resident employees who were cooked for. |
| Shearing cook - half day - number of non-resident employees. | Select this work type if the employee is a shearing cook and the employee has worked a half day. Note the number of non-resident employees who were cooked for. |
| Shearing shed expert hours worked. | Select this work type and note the number of hours worked in a day as a shearing shed expert. |
| Shed hand hours worked (not cut-out). | Use this work type to reflect ordinary hours worked by a shed hand other than the day of cut-out. |
| Shed hand hours worked on cut-out. | Use this work type to reflect ordinary hours worked by a shed hand on the day of cut-out. |
| Stud ewes and their lambs - Full Crutching. | Use this work type for crutchers performing full crutching on stud ewes and their lambs. |
| Stud ewes and their lambs - hand-shearing - double-fleeced. | Use this work type for shearers performing shearing by hand on double-fleeced stud ewes and their lambs. |
| Stud ewes and their lambs - hand shearing - not double-fleeced. | Use this work type for shearers performing shearing by hand on stud ewes and their lambs, which are not double-fleeced. |
| Stud ewes and their lambs - machine shearing - double fleeced. | Use this work type for shearers performing shearing by machine on double fleeced stud ewes and their lambs. |
| Stud ewes and their lambs - machine shearing - not double fleeced. | Use this work type for shearers performing shearing by machine on stud ewes and their lambs, which are not double-fleeced. |
| Stud ewes and their lambs - Other crutching. | Use this work type for crutchers performing crutching other than full crutching on stud ewes and their lambs. |
| Stud ewes and their lambs - wigging. | Use this work type for crutchers performing wigging on stud ewes and their lambs. |
| Stud ewes and their lambs - wigging and ringing. | Use this work type for crutchers performing wigging and ringing on stud ewes and their lambs. |
| Travel time (not living at home). | Select this work type and note the number of hours worked in a day as a shearing shed expert. |
| Woolclasser - work not started on scheduled day. | Select this work type in the event of the employer failing to start shearing on the day fixed by the contract the employer provided the Woolclasser is ready to start on the day fixed. The exception is where the failure to start is caused by wet weather or other unforeseen causes such as fire, flood, earthquake, or similar. |
| Wool Classing hours worked. | Select this work type and note the number of hours worked in a day as a wool classer. Only select this work type if the wool classer is not paid on a piecework basis. |
| Woolclassing - number of sheep. | Select this work type to enter the number of sheep woolclassing was performed on for a shift. Only select this work type if the wool classer is paid on a piecework basis. |
| Woolclassing - number of rams and ram stags. | Select this work type to enter the number of rams and ram stags woolclassing was performed on for a shift. Only select this work type if the wool classer is paid on a piecework basis. |
| Wool Pressing - number of bales. | Only select this work type if the employee is a wool presser and is paid on a per bale basis. |
| Wool Pressing - number of kilos. | Only select this work type if the employee is a wool presser and is paid on a per kilo basis. |
| Wool Pressing hours worked (not cut-out). | Select this work type for a wool presser performing ordinary hours other than on the day of cut-out. |
| Wool Pressing hours worked on cut-out. | Select this work type for a woo presser performing ordinary hours on the day of cut-out. |
Tags
The following tags are available for application to employees under the Pastoral Award 2010.
| Bookkeeping allowance. | Select this tag if a woolclasser or shearing shed expert is paid on daily rates and is entitled to the bookkeeping allowance. |
| Conditions allowance. | Select this tag if a woolclasser or shearing shed expert is paid on daily rates and is entitled to the conditions allowance. |
| Crutching performed at sheds. | Select this tag if the employee is a crutcher and performs the crutching at the sheds. If this is not selected it will be assumed that crutching is performed somewhere other than at the sheds. |
| Distance between home and shed exceeds 65km. | Select this tag when the distance between the employees residence and the shed is more than 65km. When this is selected, an employee will receive a travel allowance when travel time is more than 30 minutes. |
| Enterprise flexibility allowance. | Select this tag if a woolclasser or shearing shed expert is paid on daily rates and is entitled to the enterprise flexibility allowance. |
| Found. | Select this tag if the employee is found. A found employee is one who is supplied with up to five meals per day during the course of shearing or crutching together with suitable accommodation. |
| In charge of 2-6 employees | Choose this tag if the employee is engaged to be in charge of 2-6 employees. |
| In charge of 7-10 employees | Choose this tag if the employee is engaged to be in charge of 7-10 employees. |
| In charge of 11-20 employees. | Choose this tag if the employee is engaged to be in charge of 11-20 employees. |
| In charge of more than 20 employees. | Choose this tag if the employee is engaged to be in charge of more than 20 employees. |
| Performs first aid duties. | Choose this tag if the employee holds a first aid qualification and is engaged to perform first aid duties. |
| Provides own stud comb. | Select this tag if the employee is a shearer and provides their own stud comb to perform shearing. |
| Sleeping quarters not provided. | Select this tag if the employee has not been provided with sleeping quarters. |
| Weigh and brand bales. | Select this tag if the employee is a wool presser who also weighs and brands bales. |
| Wool Pressing performed by hand. | Select this tag if the employee performs wool pressing by hand. If this is not selected, it will be assumed that wool pressing is performed by power. |
| Woolrolling allowance. | Select this tag if a woolclasser or shearing shed expert is paid on daily rates and is entitled to the woolrolling allowance. |
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