The article provides guidelines about when to use the different work types and tags included as part of the pre-built award packages. To read further information about the Telecommunications Services Award, refer to the following article.
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.
The Telecommunications Services Award Casual rule set has been updated to include a rule for Paid Family Domestic Violence 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 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 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 July 2023.
5th
We have updated the Telecommunications Services Award Permanent pay condition rule set to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with the Fair Work calculation.
31st
We have updated the award to reflect changes made as part of the Fair Work Decision regarding Paid Family and Domestic Violence Leave. You can find further information on what changes we applied to the platform and what you should be aware of 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 and we have enabled the new Paid Family and Domestic Violence Leave. We also updated any impacted rule conditions.
As part of Fair Work's 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.
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 and 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 instal these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2022.
Installing the pre-built award package
To read details on how to instal and configure this Pre-built Award Template, please review the detailed help article. While we make every effort to provide a high-quality service, we do 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.
Coverage
This industry award covers employers throughout Australia engaged in the telecommunications services industry and their employees in the classifications listed in Schedule A—Classification Structure and Definitions to the exclusion of any other modern award. For further details and any exclusions, please see clause four of the award.
Additional configuration notes for this award
Under this award, you are allowed a meal between 30 and 60 minutes. For the automated meal break and the automation of Clause 14.3 - Delayed Meal Break penalty, we will assume all breaks to be 30 minutes in length. Should the business operate with a longer break time, customisation of the rulesets is required.
The platform cannot automatically pay for the time in-between the shifts in this scenario and applies minimum engagement only to the last Call Back shift. We advise that you create a timesheet that spans the actual duration requiring payment when this situation occurs.
Work types
Work types are a description of the kind of shift you are working on, and you would select them when you record a timesheet. The following is a list of work types employees can select on their timesheet, and the meaning of each item.
Choose this work type when annual leave is taken.
Shift conditions
Shift Conditions are further details you can add to a shift when more than one condition applies. Shift conditions are selected when you edit a timesheet record, or when clocking on using the ClockMeIn Time and Attendance or WorkZone apps. The following is a list of Shift Conditions employees can select on their timesheet, and the meaning of each item.
Select this shift condition when an employee is in charge of 11-20 people for this shift. This condition is only applicable to those classified under the Technical Stream.
Tags
Employee Tags are specific conditions typically related to the employees agreement. These are often conditions negotiated and agreed between the employer and the employee, or unique characteristics of the employees role. Payment of these provisions is usually of a recurring and ongoing nature.
Assign this tag when an agreement exists to extend the maximum ordinary working hours per day to 12 hours (rather than 10).
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