This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Horticulture Award - Pig breeding and raising package. For further information about the Horticulture Award - Pig breeding and raising, refer to: Pastoral Award - Pig Breeding and Raising.
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.
10th
We have updated the backend rounding method impacting the calculation of the minimum base rate. "Piggery attendant level 1", "Piggery attendant Level 3" and "Piggery attendant Level 7" have been updated to reflect the minimum rate in the pay guide.
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 rule sets for Permanent - Pig Breeding and Raising (daywork), Casual - Pig Breeding and Raising (daywork), Permanent - Pig Breeding and Raising (shiftwork), and Casual - Pig Breeding and Raising (shiftwork) to reflect the changes below:
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Removed the maximum weekly cap for First Aid and Leading Hand all-purpose allowances.
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Corrected the overtime rule to make sure it will apply correctly, as per clause 43.2. In line with the change, we have created Permanent - Overtime x 100% and Casual - Overtime x 125% pay categories as well as Saturday and Sunday overtime rules.
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Adjusted the minimum time engagement rules as per clauses 10.6, 11.5 and 43.3. We have created minimum engagement for dairy operators as well, as per clause 10.7.
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Updated the work type Recalled to Work to make sure it will pay overtime, as per clause 43.6.
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Adjusted the Public Holiday-worked rule to include provisions for overtime, as per clauses 45.1 and 45.2. Created new pay categories for Public holiday OT - not shiftwork and Public holiday OT - shiftwork.
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Updated the Time-in-Lieu rules to make sure it will apply correctly because of the overtime changes.
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Adjusted the spread of hours-day worker rule to include the day of week, as per clause 38.1.
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Adjusted the Saturday day worker rule to apply when you assign the Saturday—ordinary hours worked by agreement tag to an employee, as per clause 44.
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 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 maximum 8-hour engagement rule has been updated to ensure that it will only trigger if an employee does not have a tag 12 hour day by agreement in line with clauses 39.4(a) and 40.3(a). If an employer and majority of employees reach an agreement for a 12 hour maximum daily engagement, then the tag should be applied.
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 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 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.
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.
| Annual Leave taken. | Choose this work type when annual leave is taken. |
| Community Service Leave taken. | Choose this work type when community service leave is taken. |
| Compassionate Leave taken. | Choose this work type when compassionate leave is taken. |
| Hours worked. | Use this work type to represent ordinary hours, unless another work type is more specific. |
| Kilometres travelled. | This is a unit-based work type. Enter the number of business kilometres travelled as units (1 kilometre = 1 unit). |
| Leave without pay. | Choose this work type when the employee has taken leave without pay. |
| Long Service Leave taken. |
Choose this work type when long service leave is taken. |
| Meal allowance (overtime). | Choose this work type when an employee is required to work overtime after working ordinary hours on Monday to Friday (except where the period of overtime is less than 1.5 hours) and a meal is not provided. Or where overtime is unplanned and not notified the day or days beforehand and the employee works more than 2 hours of overtime and work will continue beyond the meal break. Or where overtime cancellation occurs and notice of cancellation is not given at least the day before the planned overtime. One unit per meal. |
| Personal/Carer's Leave taken. | Choose this work type when personal or carer’s leave was taken. |
| Public holiday not worked. | Choose this work type when the day is a public holiday but the employee has a day off (permanent employees only). |
| Recalled to work. | Use this work type if the employee has left for the day and has been recalled to work. |
| RDO Leave taken. | Choose this work type when a roster day off is taken. |
| TIL Leave taken. | Choose this work type when time in lieu leave was taken. |
| Work during a meal break. | Use this work type where the employee has worked during a planned meal break. Use this work type from the beginning of when the meal break was scheduled through to when the actual meal break was taken. |
Tags
Employee tags are specific conditions typically related to the employee’s agreement. These are often conditions negotiated and agreed between the employer and the employee, or unique characteristics of the employee’s role. Payment of these provisions is usually of a recurring and ongoing nature.
| 12 hour day by agreement. | Assign this tag if, by agreement, the employee can work for 12 hours as part of their ordinary hours. |
| Continuous shiftworkers. |
Assign this tag if an employee is a continuous shift worker. A continuous shiftworker is an employee whose means work is carried on with consecutive shifts of employees throughout the 24 hours of each day, of at least six consecutive days without interruption except during breakdowns or meal breaks or due to unavoidable causes beyond the control of the employers. |
| Permanent night shift. |
Assign this tag if the employee is permanently rostered:
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| Saturday—ordinary hours worked by agreement. | Assign this tag to a day worker employee, if by agreement, you treat the hours worked on Saturday as ordinary hours. |
| Six day site. | Assign this tag if the employee works for a work site where there is continuing shiftwork across six days in the week. If not selected, the assumption will be that the work site is a five-day shiftwork site. |
| TIL. | Choose this tag if the employee has agreed to receive time in lieu of overtime. |
| TIL on public holidays. | Assign this tag where if, by agreement, the employee will receive ordinary pay plus an hour of time in lieu per hour worked on a public holiday, in substitution for the penalty rate. |
Further information
Time off instead of payment for overtime leave is accrued at the same rate as the number of overtime hours worked.
EXAMPLE: an employee who worked two (2) overtime hours is entitled to two (2) hours’ time off. If time off for overtime is not taken and the time off is to be paid out, it must be paid at the overtime rate applicable to the overtime when worked.
This also applies when an employee is terminated and the time off is to be paid out. In order to be paid out correctly, the overtime rate will need to be recorded manually at the same time as the time in lieu accrual is processed. It is suggested 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 for the pay runs for the employee when Time in Lieu was accrued to determine the applicable rates (which will detail your notes) and run an Employee Payment History Report to determine if any of the time off for overtime has been taken. You can then determine the correct balance based on the number of hours by taking the equivalent to the overtime payment that would have been made
EXAMPLE: an employee who worked two (2) overtime hours at what would have been the rate of time and a half, is then entitled to three (3) hours of time off leave to be accrued. In our above example (the first accrual line of the screen shot) you would take 0.5 hours x 1.5 = 0.75 hours. Therefore, you will need to adjust the time in lieu balance by adding a further 0.25 hours (0.75 hours – 0.5 hours = 0.25 hours).
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