Aged Care Award 2010 (MA000018)

Andrew

Updated 31 July 2023 01:22

The article provides guidelines about when to use the different work types and tags we include as part of the pre-built Aged Care Award 2010 [MA000018] package. To read further information about the Aged Care Award 2010, refer to Aged Care Award.

Key updates

Select the current financial year tab to see award updates for the 2022/23 financial year, while all previous updates before this time you can find in the historical financial years tab.

August 2023

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.

July 2023

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. It includes Fair Work Commission's recent change to increase minimum wages by 15% for some employees working in aged care.

In line with the change, we have created ‌new Aged Care Employee Direct Care and Aged Care Employee General Most Senior Food Services, pay rate templates, and employment agreements. Existing pay rate templates and employment agreements pertain to aged care employees in general. You can find further information on what you should be aware of here.

January 2023

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.

July 2022

We have re-instated the Unpaid Pandemic Leave category within this award and is available for eligible employees from 15th July 2022 until the 31st December 2022. Additional information can be found on the Fairwork website.

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 the 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.

January 2022

We have updated the Unpaid Pandemic Leave pay category and counts as a service for entitlements under awards and the National Employment Standards. If any staff used this category previously, please adjust their Annual, Personal, and Long Service Leave balances for any period of unpaid pandemic leave previously taken.

November 2021

We have updated the Shiftworker pay conditions rule set to make sure we correctly apply the provisions of clause 22.9, Lesser of sleepover and non-emergency work for casual employees.

We have updated the award in line with the Australian Tax Office (ATO) requirements for Single Touch Payroll (STP) Phase Two reporting. We now disaggregate the reporting of gross earnings into distinguishable categories. We have updated the Pay Category payment classifications in line with the ATO Specification Categories.

July 2021

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 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 2021. 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 2021.

We have also made updates to the Family & Domestic Violence leave categories, so that the balance is displayed 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, and this will mean that an employee’s balance may now show as 38 days.

We have made sure that any new instals of he award conducted since the 1st July now capture the SG increase from 9.5% to 10% for all pay categories. If you have installed this award between the 1st July 2021 to the 8th July 2021 for the first time, please make sure you select the No option in the Preserve Custom pay categories. If you were using this award before the 1st July 2021, then you do not need to select the No option.

June 2021

We have updated the rule for Day worker and Shiftworker pay conditions to exclude work types for all emergency work during a sleepover for clause 22.8 Broken Shifts. We have also updated the pay conditions rule sets for Day Worker and Shiftworker to include a rule for clause 22.8, Broken Shifts - to exclude shifts from the broken shift allowance when breaks are more than four hours.

March 2021

We have updated the overtime rates for casuals to reflect changes made as part of the Fair Work Decision . You can find more information on the updated pay guide in the following article.

August 2020

We 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. We 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. The update will not remove any of the above from a business where you installed the award before the 25th August 2020. However, any new award installs from the 25th August 2020 will not display personal/carer's (10 days) leave details.

We have updated the award to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule Y allows employees to take up to two weeks of paid pandemic leave. We have created a new pay category, Paid Pandemic Leave Taken, leave category and work type Paid Pandemic Leave. Also, we updated the rule sets, where necessary, to include/exclude the work type and leave category to some pay conditions.

Under this new schedule, you will need to pay full time employees their base pay rate for ordinary hours. The rate for part-time staff will be the higher of either their agreed ordinary hours of work or an average of their weekly ordinary hours for the previous six weeks.

Casual employees who take paid pandemic leave will need to pay an amount based on an average of their weekly pay over the previous six weeks. If you have employed them for less than six weeks, the pay needs to be based on an average of their weekly pay for the time you have employed these casuals. You will need to manually adjust the pay rates for casual staff in each pay run for the period of leave.

July 2020

We have updated the award, as part of Group One Awards, to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.

Included in the updates are also increases to the penalty rates for casual employees working on Saturday, Sunday or Public Holidays as part of Fair Work's four-yearly modern award reviews. You can find information on the determination here.

These changes come into effect from the first full pay period on or after the 1st July 2020. 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 2020.

April 2020

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 pay category Unpaid Pandemic Leave Taken, leave category and work type Unpaid Pandemic Leave.

Also, we have updated the rule sets where necessary, to include/exclude the work type and leave category to some pay conditions. Further, we have updated the Leave Allowance Templates 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. You will need to manually adjust an employee's pay rate and leave balance to half in each pay run for the period of leave.

February 2020

Due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, we have made update to the setup of the Award. We have created a new Leave Category called Personal/Carer's (10 days) Leave. Also, we have created new Leave Allowance Templates (LATs) specific to 10 days accrual per year for each state. We have also attached the LATs to the current Employment Agreements and you can select these in the Employee Default Pay Run screen. We have also updated any rules impacted by Personal/Carer's Leave have with the new leave category.

October 2019

We have updated the Award to reflect the Fair Work Commission's decision to vary the minimum engagement for broken shifts. Part-time and Casual employees must get a minimum of two hours of payment for each portion of a broken shift. There was a new clause inserted; Clause 22.8(f). We have updated the pay conditions rule sets for Day Workers and Shift workers to reflect these changes. The changes apply from the first full pay period on or after the 25th October 2019.

We have also updated both rule sets to reflect part-time and casual overtime when working more than 38 hours per week or 76 hours per fortnight. As well as applying part-time overtime when working outside agreed advanced standard hours. We also updated the rule set pay conditions for shiftworkers to make sure when annual leave is taken that the platform will calculate which is higher with the annual leave loading or the shift penalties and pay accordingly.

July 2019

We updated the pay conditions rule set for Day workers and Shiftworkers to make sure we do not pay for any overtime taken as leave. The update also included an amendment to 24.1(a) Automatic Meal Break rule; the unpaid meal break will automatically apply after five hours of work.

June 2019

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 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 2019. 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 2019.

December 2018

We found that the Payroll Tax Exempt field on the Payroll Settings Pay Categories page duplicated the PAYG Exempt field rather than creating a unique identity; when installed into the business settings. We carried out an audit across the platform and we have now resolved the issue with this update.

August 2018

We have updated the award to reflect changes made as part of the Fair Work Decision four-year review of modern awards. You can find information on the Determination here. Family and Domestic Violence leave applies from the first full pay period on or after the 1st August 2018. Further information can be found at the Fair Work website.

Employees, including part-time and casual employees, are entitled to five days of unpaid family and domestic violence leave each year of their employment. The five days renew every 12 months of their employment, but it will not accumulate if they do not use the leave balance.

We have created a new leave category called Family and Domestic Violence Leave and a new Work Type called Family and Domestic Violence Leave Taken. We have also updated the Leave Allowance Templates and any impacted rule conditions.

June 2018

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 and 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.

Installing the pre-built award package

To read details on how to install and configure this Pre-built Award Template, please review the detailed help article . While we make every effort to provide a high-quality service, Employment Hero 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.

Coverage

This industry award covers employers throughout Australia in the aged care industry and their employees. The aged care industry means the provision of accommodation and care services for aged persons in:

A hostel
A nursing home
An aged care independent living units
An aged care serviced apartments
A garden settlement,
A retirement village
Any other residential accommodation facility

See Section four of the Award for more information and exclusions.

Special notes on this award

Processing Personal/Carer's Leave

You should first process all leave paid using this award template as a leave request and then the approved leave request applied as a timesheet in the Create Timesheet page using the self-service portal or the Create Timesheet page for manager and platform admins.

Doing this will make sure the rules correctly identify if personal / carers leave extends beyond a 21-day period. If you create a timesheet with the work type but no leave request, each shift will receive the uniform allowance regardless if the leave period exceeds 21 days.

Work Types

The following is a list of work types employees can select on their timesheet, and the meaning of each item.

ADO Taken

Choose this shift condition when an Accumulated Day Off is taken.

Annual Leave Taken

Choose this shift condition when an annual leave is taken.

Compassionate Leave Taken

Choose this shift condition when compassionate leave is taken./div>

Handling Unsealed Nauseous Linen

Choose this shift condition if engaged in handling linen of a nauseous nature other than linen sealed in airtight containers and/or for work which is of an unusually dirty or offensive nature.

Hours Worked

Choose this shift condition to represent ordinary hours, unless another shift condition is more specific.

Kilometres Travelled

Enter the number of units travelled for business purposes. One unit is equivalent to one kilometre.

Leave Without Pay Taken

Choose this shift condition when leave without pay is taken.

Long Service Leave Taken

Choose this shift condition when long service leave is taken.

On Duty During Meal Break

Choose this shift condition if you are meant to receive a meal break after five hours of continuous work but are required to work or be on duty. Only choose this shift condition up to your eventual meal break.

Paid Community Service Leave Taken

Choose this shift condition when paid community service leave is taken.

Personal/Carer's Leave Taken

Choose this shift condition when personal / carer's leave is taken.

Public Holiday Not Worked

For permanent employees only. Choose this shift condition for a day, or part of a day, where you were not working due to being on a public holiday.

Recalled to Work Overtime

Choose this shift condition if you have left and are required to come back to work overtime.

Sleepover

Choose this shift condition if you are on a sleepover but are not working.

Time In Lieu Taken

Choose this shift condition when time in lieu is taken.

Unusually Dirty or Offensive Work

Choose this shift condition when you are required to perform unusually dirty or offensive work not associated with your role.

Work During a Sleepover (Emergency)

Choose this shift condition if you are on a sleepover and are required to perform emergency work.

Non-Emergency Work at Start/End of Sleepover

Choose this shift condition if you are on a sleepover and are required to perform non-emergency work at the start or end of your sleepover shift.

Non-Emergency Work in Middle of Sleepover

Choose this shift condition if you are on a sleepover and are required to perform non-emergency work in the middle of your sleepover shift.

Shift Conditions

Choose this shift condition if you are on a sleepover and are required to perform non-emergency work in the middle of your sleepover shift. Shift conditions are like work types, but you can select multiple shift conditions at a time when entering a timesheet. The following shift conditions apply to this award.

In Charge of 2-5 Employees

Select this shift condition for any shift where the employee is in charge of 2-5 employees.

In Charge of 6-10 Employees

Select this shift condition for any shift where the employee is in charge of 6-10 or more employees.

In Charge of 11-15 Employees

Select this shift condition for any shift where the employee is in charge of 11-15 employees.

In Charge of 16 or More Employees

Select this shift condition for any shift where the employee is in charge of 16 or more employees.

Less Than 8 Hour Break Since Sleepover

Choose this shift condition for a shift where you have not had an eight hour break since your last sleepover shift ended and you have started your new shift.

Variation to Agreed Hours in Writing

For part time employees only. Choose this shift condition if you and your employer have agreed in writing to temporarily adjust your hours so as to not attract overtime.

Work During Sleepover Exceeding Full Time Employees

For part time employees only. Choose this shift condition for the part of the sleepover shift where you worked longer than full time staff on a sleepover.